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■  ND  Their  Employers 


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-ACTORY    PEOPLE 


AND    THEIR 


EMPLOYERS 


HOW  THEIR  RELATIONS  ARE    MADE 
PLEASANT  AND  PROFITABLE 


A  HANDBOOK    OF   PRACTICAL    METHODS    OF    IMPROVING    FAC- 
TORY  CONDITIONS   AND   THE    RELATIONS    OF 
EMPLOYER   AND   EMPLOYE 


BY 

EDWIN  L.  SHUEY,  M.  A. 

Author  of  '■'■Industrial  Training  Esse,  tial,^^  Etc. 


NEW  YORK 

LENTILHON  &  COAIPANY 

150  Fifth  Avenue 


<,A^*^ 


•   J 


Copyright,  igoo, 

BY 

LENTILHON  &  COMPANY 


Riggs   Printing  and   Pub.    Co. 
Albany,   N.  Y. 


l7anMiook5  for  practical  IDorkers 
in  dl^nrct]  an"!)  pl]iIautbropy 

EDITED    BY 
•  ^^SAMUEI.  MACAULEY  JACKSON  '^\  " 

TROFESSOR    OF   CHURCH    HISTORY    IN 
NEW  YORK    UNIVERSITY 


Factory    People   and   Their 
Employers 


PREFACE 

In  the  preparation  of  this  handbook  an  effort  has 
been  made  to  make  a  practical  book  which  thought- 
ful people  may  use  in  developing  plans  in  their  own 
communities,  and  not  to  offer  a  complete  history  of 
sociological  development  as  related  to  factories. 

The  facts  given  here  have  been  gathered  from  let- 
ters of  employers  and  employes,  from  newspapers 
and  other  periodicals  and  from  various  books  which 
touch  upon  these  questions,  efforts  being  made  as 
far  as  possible  to  verify  statements  given.  Thanks 
are  due  to  employers  in  various  places  for  informa- 
tion regarding  their  methods  and  for  words  of  en- 
couragement and  recognition  from  many  others 
who  desire  rational  methods  of  improving  factory 
conditions  and  the  relations  of  employer  and  em- 
plove. 

E.  L.  S. 

Dayton,  Ohio,  December  i,  1900. 


98804 


Outline  of  Discussion 


PAGE 

INTRODUCTION    n 

I.  METHODS  OF  ACTION 15 

1.  Large    gifts 15 

2.  Direct   profit-sharing 16 

3.  Daily  sharing — through  personal  advantages.  19 

11.  SOME  ESSENTIAL  PRINCIPLES 20 

^y  Fairness — sympathy    21 

Daily    thonghtfulness 22 

<^  Recognition  of  personal  comfort  and  dignity.  .  22 

Duty  to  city  and  country 25 

\/    Influence  in  neighborhood 25 

III.  WHO  SHOULD  UNDERTAKE  SUCH  PLANS.  25 

Not  wait  till  large  factory 27 

Or  undertake  many  things 27 

Organize   thoroughly 27 

IV.  HOW  TO  WIN   SYMPATHY   OF  FACTORY 

PEOPLE    29 

Difficulties : 

1.  Lack  of  knowledge  of  each  other's  per- 

sonal needs — sympathy 29 

2.  Lack  of  knowledge  of  business 30 

3.  Lack  of  clear  ideas  of  organization  and 

methods    31 

Attained   by   information 31 

By  illustrated  lectures 32 

By    giving    opportunity    to    improve — to    think. 

Be    sincere — frank 2)^ 

vii 


Vili  CONTENTS 

PAGE 

V.  HOW  MANUFACTURERS'  INTEREST  HAS 

BEEN    MANIFESTED 35 

I.  In  the  factory : 

\^      I.  In   improving  exterior 35 

Remove   rubbish 36 

Lawns   39 

Supply    shrubbery 40 

t^'     2.  In  improving  interior 43 

Physical  conditions — light — air — clean- 
liness— paint  and  color — decorations 

— curtains  and  shades  to  windows..  43 

Flowers    44 

^       3.  In  personal  comfort 47 

Examination  by  physician  and  provis- 
ion   for   accident 47 

Baths,  lockers,  etc 48 

Toilet  rooms 52 

Chairs — backs  and   foot-rests 52 

Elevators,  ice  water,  etc 55 

Shorter  work  hours 55 

/^Recreation    56 

Lunch  rooms    and  restaurants 59 

Factory    auditoriums 76 

Club    houses 79 

4.  In  mental  and  moral  training 86 

Opportunity — the   best    incentive 86 

Apprentices    86 

Prizes  for  suggestions 90 

Encouraging         education   —  training 
schools — night  classes,  etc. — stercop- 

ticon,    etc 98 

Factory  meetings — of  all  people 103 

'^     Library  and  reading  rooms 107 

Factory    publications 108 

5.  Special  attentions  for  women no 

Hours  and  recesses 113 

Toilet  and  ajirons 114 

Rest    rooms 115 


CONTENTS  IX 

V.  HOW    MANUFACTURERS'  INTEREST  HAS 
BEEN  MANIFESTED— (C^«//«2^^rt'). 

L,  I.   In  the  factory  :  page 

6.  Savings    funds,    pensions,    purchases, 

and  special  features ii6 

Homes  for  aged ii6 

Thrifts    ii6 

Pensions    i  IQ 

Railroad   relief   funds 120 

Loan    funds — provident    funds 125 

Buying    bicycles,    sewing    machines, 

etc    127" 

\y       II.  In  the  community 128 

House    building 128 

House  beautifying 138 

Schools,    kindergartens — reason 161 

Social  centers 163 

Libraries    169 

Play   grounds i73 

VI.  HOW  FACTORY  PEOPLE  HAVE  SHOWN 

THEIR    INTEREST i73 

Clubs  and  literary  societies I75 

Musical    societies 176 

Relief   associations i79 

Lunch  clubs 188 

Cooperation   IQI 

VII.  RESULTS    193 

To  employer I93 

To    employe I94 

To   society I94 

VIII.  OPINIONS    197 

Experience  of  employers I97 

Experience  of  employes 202 

Observation  of  students 205 

Magazine  and  newspaper  opinions 207 


Key  to  Illustrations. 


In  order  to  save  space  and  avoid  repetition,  the  institutions- 
whose  features  are  shown  in  the  illustrations  are  indicated  by 
letters  as  follows : 

(a)  Gorham  IManufacturing  Company. 

(b)  National  Cash  Register  Company. 

(c)  L.  H.  Parke  &  Company. 

(d)  Acme  White  Lead  and  Color  Works. 

(e)  Cleveland  Hardware  Company. 

(f)  Cleveland  Window  Glass  Company. 

(g)  H.  J.  Heinz  Company. 

(h)  Ludlow  ^Manufacturing  Company. 

(i)  Briarcliff  Farms. 

(k)  Westinghouse  Air  Brake  Company. 

(1)  The   Draper   Company, 
(m)  The  Bullock  Electric  Company. 

(n)  Cleveland  Twist  Drill  Company, 

(o)  Eastman  Kodak  Company  and  F.  A.  BrownelL 

(p)  Lever  Brothers  Company. 

(q)  Cadbury   Brothers, 

(r)  Walker  &  Pratt  Company. 

(t)  Garlock-Frazee  Laundry  Company, 

(u)  Cleveland  Bag  Company, 

(v)  Cleveland-Cliffs  Iron  Company. 

(w)  Cleveland  City  Railway. 


INTRODUCTION 


This  is  not  a  book  of  motives,  but  of  facts ;  not  a 
discussion  of  industrial  systems,  but  of  actual  efforts ; 
not  an  argument  for  present  conditions  or  for  a  revo- 
lution, but  a  presentation  of  practical  work  by 
thoughtful  men  and  women  who  recognize  the  duty 
and  responsibility  of  their  positions  as  employers, 
and  who  seek  to  meet  it  in  the  best  way  possible  to 
them. 

On  the  other  hand,  it  as  truly  shows  the  effort  of 
the  men  and  women  who,  as  employes,  with  the 
smaller  duty  and  responsibility,  as  fully  recognize 
their  share  in  ''  doing  unto  others  "  and  who  meet 
their  associates  (the  employers)  on  the  fair  basis  of 
enthusiastic  response  and  effort. 

It  is  granted  that  the  first  essential  of  successful 
manufacturing  is  ability  in  employer  and  employe,  in 
office  and  factory.  This  is  necessary  that  the  busi- 
ness may  prosper  and  the  employe  be  kept  at  work 
and  therefore  from  starvation.  But  when  united 
with  this  ability  are  to  be  found  recognition  of  one 
another's  rights,  sympathy  with  one's  fellows  and  the 
human  touch  which  has  characterized  the  makers  of 
the  best  in  the  world's  history,  then  is   developed 

II 


12  INTRODUCTION 

the  real  strength  of  society  and  the  truest  form  of 
s'JGcessful  manufacturing-.  ■ 

,s  "  If  the  employer  fences  his  machinery  and  works 
his  force  only  the  legal  hours,  but  declares  that  be- 
yond compliance  with  the  letter  of  the  factory  laws, 
and  the  punctual  payment  of  their  wages,  he  owes 
nothing  to  the  hundreds  of  men,  women  and  children 
in  his  employ,  then,  however  moral  he  may  be  in  his 
home  or  as  a  citizen,  he  has  not  attained  a  true  in- 
ward rightness  in  his  industrial  relations.  He  has 
not  realized  the  full  demands  of  a^setmrflrioralTt-i-- 
which  has  no  conflict  with  economic  truth  or  eco- 
nomic law,  but  the  force  of  which  cannot  be  excluded 
from  any  relation  which  is  human. 

4  *'  On  the  other  side,  if  a  workman  simply  works 
hard  enough  and  carefully  enough  to  retain  his  posi- 
tion in  a  factory ;  if  he  feels  no  desire  that  his  em- 
ployer shall  prosper  because  he  himself  does  his 
best,  with  all  his  fellows ;  if  he  simply  refrains  from 
physical  violence  during  a  strike  while  acting  most 
unsocially  in  all  other  respects — he,  too,  is  imper- 
fectly moralized,  so  far  as  his  relations  to  the  em- 
plover  are  concerned.  He,  too,  needs  an  ethical  de- 
velopment, if  he  thinks  that  the  whole  duty  of  in- 
dustrial man  is  thus  discharged  by  him."* 

^  It  is  important  that  we  know  conditions  and  needs 
when  such  a  subject  is  to  be  considered.  Americans 
believe  that  their  manufacturing  conditions  are  su- 
perior to  th'ose  of  any  other  country,  yet  the  ideal  has 
not  been  everywhere  attained  and  many  facts  still 
call  for  thought  and  action. 

*  N.  P.  Gilman:     "  A  Dividend  to  Labor." 


INTRODUCTION  13 

As  an  illustration  of  the  importance  of  considera- 
tion of  these  questions,  it  may  be  noted  that  there 
are  over  one  and  one-half  million  women  and  girls 
"empioyed  in  factories  in  this  country.  The  conditions 
of  labor  of  many  of  these  are  deplorable  and  little  ^ 
effort  is  made  to  improve.     For  instance,  in  many  I 
paper  mills,  girls  have  no  place  to  sit,  even  at  noon,  j 
except  on  the  heaps  of  rags,  and  are  not  permitted  1 
even  to  wash   their  hands  before   their  lunch.     In  | 
some  communities  most  unkind  persecution  of  work- 
ers is  allowed  by  foremen  and  forewomen.     While 
conditions  are  undoubtedly  much  better  in  our  own 
country  than  elsewhere,  yet  scores  of  examples  can 
be  found  which  emphasize  the  need  of  the  careful 
study  of  conditions  and  relations.     The  aim  here  is 
to  show  that  such  unfavorable  surroundinp-s  are  not 
onl}'  evil,  but  unbusiness-like ;  not  only  unnecessary, 
but  bad  policy;    and  that  fair  treatment  and  gener- 
ous  recognition   of   manhood   and   womanhood   not 
onlv  are  morally  right  but  also  are  financially  wise 
and  prudent. 

As  this  little  handbook  is  a  statement  of  facts 
rather  than  of  theories,  it  has  been  thought  wise  to 
name,  in  most  cases,  the  firm  or  company  which  car- 
ries cut  each  plan,  believing  that  specific  information 
is  what  is  wanted  by  searchers  after  knowledge. 
There  is  a  tendency  in  our  day  to  adopt  what  may 
be  called  a  "  laboratory  "  method  in  the  study  of  so- 
ciological and  business  methods.  Men  no  longer  seek 
theories  but  want  the  actual  results  of  experience. 
Hence,  in  presenting  such  a  subject  in  a  concise  form 
for  assistance  in  the  factory  or  shop,  the  author  has, 


14  INTRODUC ; 

as  far  as  possible,  given  tlie  'les  and  ■.  re.  ";es 
the  companies  or  individuals  that  those  interested 
may  go,  if  they  choose,  dire  ,  to  tlic  experienced 
man.  It  is  characteristic  of  American  busines,  len 
that,  while  not  boasting  of  their  achievements  and 
their  good  deeds  for  their  fell"vv-men,  they  are  ready 
to  share  with  others  the  resulls  of  their  expeiience. 

The  instances  named  in  th(  iioo':  are  not  to  be  re- 
garded as  the  only  ones,  or  eVen  perhaps  the  most 
prominent  that  might  be  found.  They  are.  however, 
those  known  to  the  author  or  suggested  in  news- 
paper and  periodical  art'  1  in  various  books  on 
these  questions.  No  efic  .las  been  made  to  make 
of  this  a  complete  discussion  of  the  subject,  but  to 
show  by  the  vai .ety  of  things  accomplished  vvhat 
may  be  done  by  practical  men. 


Factory  People  and  Their 
Employers 


I.    METHODS  OF  ACTION 

Employers  and  men  o  h  have  usually  sought 

one  or  more  of  three  meu^xods  of  expressing  their 
sense  of  responsibility  to  those  who  have  assisted  in 
the  development  of  their  business  or  in  the  accumula- 
tion of  their  wealth.  These  are,  first,  large  gif'^s  to 
pub.  educational  or  charitable  institutions ;  scv^ond, 
direct  division  through  profit  sharing ;  or,  third,  daily 
sharing  through  special  personal  comforts  for  em- 
ployes or  their  families. 

Large  Gifts. — The  first  of  these  has  been  a  popular 
nethod  among  Americans  who  have  become  dis- 
tinguished the  world  over  for  their  great  benefac- 
tions. These  gifts  have  been  to  public  or  private  in- 
stitutions in  the  form  of  the  establishment  or  endow- 
ment of  schools,  colleges,  industrial  institutions,  hos- 
pitals or  other  charitable  organizations,  parks,  li- 
braries, museums,  art  institutions,  etc.  In  no  coun- 
try of  the  world  has  there  been  more  generous  rec- 
ognition of  this  character  than  in  America.     Hardly 

15 


l6  EMPLOYER    AND    EMPLOYES 

a  city  or  town  can  be  found  that  has  not  enjoyed 
some  of  these  results  of  wealth. 

Among  manufacturers  who  have  thus  done  much 
for  their  own  cities  or  villages,  not  to  speak  of  men 
whose  great  gifts  to  many  places  have  given  them  a 
w^orld  wide  name,  are  the  Knapp,  Stout  &  Co.  of  Me- 
nominee, the  Ludlow  Manufacturing  Company, 
Ludlow,  Mass.,  the  Cranes  of  Dalton,  the  Ames  fam- 
ily of  North  Easton,  Mass.,  the  Fairbanks  family  of 
St.  Johnsbury,  Vt.,  the  Drapers  of  Hopedale,  the 
Whitins  of  Whitinsdale.  These  are  especially  im- 
portant as  showing  how  such  interest  often  passes 
from  one  generation  to  another  where  a  business  re- 
mains in  a  single  family  for  many  years. 

Profit  Sharing. — Profit  sharing  and  the  various 
forms  of  co-operative  manufacturing  have  attracted 
more  or  less  attention.  Many  efforts  of  this  kind 
have  been  undertaken  based  upon  various  principles. 
The  expression  "  profit  sharing  "  is  applied  to  the 
practice  of  paying  with  more  or  less  regularity  a  divi- 
dend to  the  employe,  based  on  the  amount  of  his 
wages.  This  plan  generally  includes  the  payment  of 
the  amount  promised  upon  certain  conditions  and 
under  certain  rules  presented  in  a  set  of  rules  and 
regulations.  Notable  examples  of  this  system  are 
the  Proctor  &  Gamble  Company,  Cincinnati,  the  most 
prominent  instance  of  the  "  recognition  of  the  right 
of  the  workingman  to  a^  explicit  dividend  on  his 
wages " ;  the  Century  Cori-;pany,  New  York ;  the 
Bourne  Mills,  Fall  River ;  Acme  Sucker  Rod  Com- 
pany, Toledo;  The  Roycroft  Press,  East  Aurora.  N. 
Y. ;  The  Peace  Dale  ^Manufacturing  Company.  R.  L, 


\. 


^ 


EMPLOYER    AND    EMPLOYES  1 9 

and  the  X.  O.  Nelson  Company,  St.  Louis  and  Ed- 
wardsville,  111.  This  last  is  an  important  instance  of 
co-operative  manufacturing  and  combines  many  fea- 
tures of  both  profit  sharing  and  personal  daily  at- 
tention. 

Labor  Recreative. — The  third  form  of  effort  and 
one  which  has  recently  attracted  much  attention  has 
been  provision  for  better  daily  comforts  for  em- 
ployes and  their  families,  with  a  tendency  to  shorter 
hours  and  greater  opportunities. 

The  aim  has  been  to  take  from  labor  as  far  as  pos- 
sible its  servile  aspect  and  to  make  it  pleasant  and 
recreative.  A  double  result  is  certain  from  this — bet- 
ter conditions,  more  contentment  and  more  encour- 
agement for  the  employe,  and  increased  output  more 
perfectly  done  for  the  employer. 

This  idea  has  in  recent  years  taken  various  forms. 
The  Lever  Bros.,  Limited,  of  Port  Sunlight,  Eng- 
land, and  others  have  invested  in  cottages  and  beau- 
tiful grounds  which  are  open  to  their  employes  either 
at  small  rent  or  free ;  the  Cadbury  Bros.,  of  Bourne- 
ville,  England,  have  beautiful  grounds  and  many  con- 
veniences and  comforts,  especially  for  their  women ; 
the  X.  O.  Xelson  Company  and  other  com- 
panies of  this  country  have  founded  villages 
and  assisted  employes  to  own  homes ;  The  War- 
ner Bros.  Institute,  at  Bridgeport,  the  Club  houses 
of  the  Illinois  Steel  Co.,  and  the  Gorham  :\Ifg-. 
Co.,  the  Relief  Association  of  a  number  of 
American  railroad  companies,  and  the  Railroad 
Young  Men's  Christian  Association  buildings, 
are    all    evidence    of    varied    efforts    for    the    com- 


20  EMPLOYER   AND    EMPLOYES 

fort  and  encouragement  of  employes.  The  most  sys- 
tematic effort  and  one  proving  most  wide-spread  in 
its  inliuence  is  that  of  the  Messrs.  Patterson,  of  the 
National  Cash  Register  Company,  Dayton,  Ohio,, 
which  by  its  beautiful  buildings,  lawns,  baths,  lunch- 
eon for  women,  clubs,  kindergartens,  schools,  homes^ 
and  other  similar  features,  all  conducted  in  a  large 
city,  without  any  property  of  its  own  other  than  its 
factory  buildings,  has  given  a  remarkable  example 
of  the  value  of  daily  thoughtfulness  for  the  comfort 
of  others. 

It  is  with  this  third  form  of  factory  life  especially 
that  this  handbook  has  to  do  and  its  aim  will  be  to 
show  what  has  been  done  in  a  practical  way  by  manu- 
facturers and  their  operatives.  The  illustrations  are 
largely  from  the  American  experiences,  though  a  few 
foreign  ones  of  prominence  are  included. 

Many  employers  give  as  their  reasons  for  doing 
nothing  toward  the  betterment  of  their  factory,  their 
operatives  and  their  families  that  the  panaceas  are  all 
impracticable,  and  many  employes  insist  that  the  only 
way  to  reach  changed  and  improved  conditions  and 
opportunities  for  themselves  is  by  revolution  and  by 
a  new  industrial  system.  The  facts  given  here  are 
regarded  as  evidence  that  success  and  contentment 
are  attainable  by  the  present  system  modified  only 
as  justice  and  daily  thoughtfulness  for  others  re- 
quires. 

TT.  SOME  ESSENTIAL  TRINCIPLES 

Something  more  than  system  is  necessary  if  any- 
thincr  other  than  the  barest  work  is  to  be  carried  on 


EMFLOYER    AND    EMPLOYES  21 

based  upon  the  so-called  "  economic  laws "  and 
guided  b}^  the  never-to-be-forgotten  thought  of  com- 
petition— whether  in  the  product  or  in  the  labor  mar- 
ket. There  must  be  a  regard  for  the  personal  char- 
acteristics even  more  than  for  system.  The  ideal  \; 
factory  under  any  government  or  system  emphasizes 
man.  Herbert  Spencer  states  it  very  clearly  in  his 
*'  Industrial  Institutions  " ;  "  It  must  be  admitted  that  V 
the  practicability  of  such  a  system  depends  on  char- 
acter. Higher  types  of  society  are  made  possible  only 
by  higher  types  of  nature ;  and  the  implication  is  that 
the  best  industrial  institutions  are  possible  only  with 
the  best  men." 

Fairness  Essential. — The  spirit  of  absolute  fairness 
is  the  first  essential  to  success  in  these  designs.  The 
employe  must  recognize  in  the  employer  a  man  whose 
ability  or  opportunity  has  placed  him  in  a  position 
of  greater  or  less  prominence  and  responsibility. 
The  employer  must  realize  the  human  desires  and 
ambitions,  the  love  of  home  and  the  desire  for  child- 
ren's education  and  opportunities  which  is  inherent  in 
every  man  or  woman. 

Personal  Sympathy. — Personal  sympathy  and  in-  v 
terest  was  a  characteristic  of  the  early  manufacturing 
life  when  the  number  of  people  in  each  factory  was 
small.  It  is  impossible  to  have  personal  knowledge 
now  of  the  hundreds  or  thousands  in  the  factory, 
whether  small  or  large.  Hence  the  relations  must  - 
be  retained  by  actual  interest  and  devotion.  The 
employer  makes  his  buildings  pleasant,  gives  health- 
ful conditions,  is  interested  in  the  homes,  that  the 
employes  may  realize  his  recognition  and  personal 


22  EMPLOYER    AND    EMPLOYES 

interest.  The  employe  gives  his  best  efifort,  thinks 
about  his  work,  is  ready  to  suggest  plans  of  improve- 
ment, and  thus  acknowledges  the  thoughtfulness  of 
the  employer. 

Daily  Evidence. — The  greatest  gifts  in  the  world 
lose  much  of  their  value  if  not  accompanied  by  tan- 
gible evidence  of  personal  sympathy  in  those  to  whom 
they  are  offered.  Daily  evidence  of  this  sympathy 
and  thoughtfulness  is  another  important  item  in  this 
new  form  of  relations.  Not  occasionally,  not  in  spe- 
cial instances,  but  every  day  must  these  evidences 
be  sho\\'n.  Such  little  attentions  as  good  air  through- 
out the  factory  rooms  (as  in  many  factories  to-day), 
providing  compressed  air  at  a  convenient  point  about 
the  factory  for  bicycle  tires  (as  at  the  National  Cash 
Register  Company),  a  free  cup  of  cofifee  at  noon  (as 
at  Sherwin-Williams  Co.),  providing  warm  cofTee 
for  men  required  unexpectedly  to  work  overtime, 
proper  coloring  and  shading  of  work  rooms  to  rest 
the  eyes, — all  seemingly  small  in  themselves  are 
worth  many  times  their  cost. 

One  employer,  on  his  return  from  his  European 
trips,  brings  a  large  number  of  pictures  and  stere- 
opticon  slides  which  are  displayed  for  the  benefit  not 
of  his  social  friends,  but  the  factory  people.  Another 
transforms  the  kodak  pictures  of  his  hunting  trips 
into  lantern  slides  to  entertain  the  men  of  his  factory 
with  his  experiences.  These  evidences  that  even  on 
their  vacations  employers  think  of  the  pleasure  and 
instruction  of  their  operatives  are  far  more  valuable 
than  large  sums  of  money  in  gifts. 

Dignity  of  the  Laborer. — An  efifort  to  add  to  the 


c^ 


EMPLOYER    AND    EMPLOYES  25 

dignity  of  manhood  and  womanhood  is  important. 
Provision  for  comforts  so  that  men  and  women  can 
come  and  go  from  their  work  with  clean  faces  and 
hands  and  with  neat  clothing  adds  to  their  sense  of 
manhood  and  womanhood  and  therefore  to  their  in- 
telligent effort.  A  large  number  of  foundries  now 
supply  baths  and  lockers  so  that  on  leaving  the  build- 
ing their  men  may  be  clean,  and  have  a  complete 
change  of  clothing.  Their  testimony  is  unanimous 
that  this  enables  them  to  secure  a  higher  class  of  men 
and  therefore  better  work. 

Civic  Duty. — On  the  part  of  employers  recognition 
of  civic  duty  and  responsibilities  is  an  essential  prin- 
ciple in  this  day.  The  employment  of  others, 
whether  in  large  or  small  numbers,  adds  to  each  man's 
responsibility.  The  recognition  of  this  leads  him  to 
think  of  relations  and  to  help  to  cultivate  his  em- 
ployes. Interest  in  schools,  good  government,  not 
necessarily  active  and  direct,  but  by  increased  in- 
tellectual power  compels  better  ideas  and  therefore 
better  results. 

Neig^hborhood  Improvement. — Another  element  of 
value  is  the  recognition  that  the  factory  may  add  to 
the  beauty  and  character  of  the  neighborhood.  By 
setting  an  example  of  good  taste  and  cleanliness  in 
grounds  and  neatness  in  buildings  the  entire  neigh- 
borhood may  be  made  better.  One  of  the  most  strik- 
ing instances  of  this  is  that  of  the  company  at  Day- 
ton. Ohio,  already  mentioned,  where  an  entire  sec- 
tion of  the  city  has  been  revolutionized  through  the 
direct  influence  of  the  company  and  its  officers,  until 
at  present  the  nearer  we  approach  the  factory  the 


26  EMPLOYER    AND    EMPLOYES 

greater  the  attention  to  beauty  in  homes  and  the 
higher  the  rents.  Some  of  the  EngHsh  factories  and 
their  surronnchngs  have  been  converted  into  great 
grounds  with  beautifully  laid  out  groves  and  recrea- 
tion grounds,  well-built  homes  and  well-ventilated 
shops.  American  manufacturers  are  following  the 
example  and  are  realizing  that  home  surroundings 
have  much  to  do  with  the  contentment  which  leads 
men  to  give  their  best  effort. 

III.    WHO     SHOULD    UNDERTAKE     SUCH 
PLANS 

It  is  often  assumed  that  methods  of  recognition 
and  assistance  are  possible  only  in  large  establish- 
ments with  abundant  capital  and  more  than  the  usual 
margin  of  profits.  It  may  be  granted  that  such  em- 
ployers can  do  many  things  not  possible  for  small 
factories.  On  the  other  hand,  small  enterprises  have 
the  advantage  in  other  things  and  can  do  some  things 
which  are  difficult  for  the  larger  concerns. 

It  will  be  found  in  studying  details  that  personal 
thought  and  sense  of  responsibility  really  enter  most 
largely  into  the  question.  Clean  windows  and  rooms, 
good  air,  comfortable  toilet  rooms  for  men  and  wo- 
men, good  water  for  drinking,  are  matters  not  so 
much  of  expense  as  of  thought.  Alost  of  them  are 
possible  even  in  the  crowded  or  undesirable  sections 
of  the  city  as  is  seen  at  the  Sherwin-Williams  Co., 
Cleveland;  E.  A.  Brownell,  Rochester;  the  Enter- 
prise Mfg.  Co.,  Philadelphia,  and  others  of  similar 
character  and  location. 


EMPLOYER    AND    EMPLOYES  27 

One  Thing  at  a  Time. — ^Xeither  is  it  necessary  to 
wait  until  many  things  can  be  done.  One  thing  at  a 
time  is  the  experience  of  the  wisest  movements  and 
those  which  have  proved  most  permanent.  In  one 
case,  it  might  be  simply  cleaning  up.  In  another,  pro- 
viding good  water  and  fresh  air.  In  another,  a  clean 
and  inviting  place  for  luncheon  with  supplies  sold 
at  very  low  rates. 

On  the  other  hand  employes  may  express  their  ap- 
preciation of  these  efforts  of  their  employers  in  many 
ways.  Cleanliness  and  neatness  in  appearance  going 
to  and  from  the  factory,  thoughtfulness  while  at 
work,  care  not  to  waste,  exactness,  suggestions  for 
possible  improvements,  all  are  methods  of  recogniz- 
ing the  thoughtfulness  of  employers  and  they  soon 
bring  the  two  nearer  together. 

A  Special  Department. — Such  plans  should  be  or- 
ganized as  any  other  features  of  a  business.  The 
greater  the  care  and  system  the  surer  will  it  be  that 
all  will  be  done  well  and  economically.  The  fact 
that  ordinarily  officials  are  busy  and  have  not  time 
to  give  thought  and  effort  to  these  things  often  deters 
from  the  effect. 

The  National  Cash  Register  Company  recognized 
this  early  in  the  development  of  its  plans  and,  first 
of  all  these  companies,  organized  the  "Advance  De- 
partment" whose  head  gives  his  time  to  considera- 
tion of  plans  for  improvement  of  conditions  in  factory 
and  neighborhood.  Under  him  are  the  numerous 
clubs,  societies,  classes  and  special  features  of  the 
company,  and  the  teachers,  librarian  and  other  help- 
ers.    By   studying  the  needs  of  the  neighborhood 


28  EMPLOYER    AND    EMPLOYES 

and  of  the  employes,  he  may  do  much  in  the  develop- 
ing of  plans. 

The  Westinghouse  Air  Brake  Company  has  re- 
cently followed  its  example  and  chosen  for  this  work 
a  man  thoroughly  equipped  by  training  and  expCi'i- 
ence  for  developing  the  best  life  of  the  operatives  of 
its  great  factories. 

A  ''  Social  Secretary  ". — The  Shepard  Company, 
Providence,  has  on  its  pay  roll  a  "  social  secretary,  "~ 
a  woman  whose  work  is  to  assist  in  improving  life 
both  in  and  out  of  the  factory,  for  the  employes.  She 
seeks  to  provide  needed  comforts,  rest  and  lunch 
rooms,  to  assist  in  finding  good  boarding  places,  to 
care  for  the  sick,  and  to  mediate  in  cases  of  friction. 
'  Rowntree  &  Company  of  York,  England,  carry  out 
this  same  idea,  especially  among  their  women.  Many 
of  the  companies  having  club  houses  place  this  work 
in  the  hands  of  the  secretary  or  manager  of  the  club. 
In  a  number  of  instances,  certain  foremen  or  fore- 
women undertake  some  of  this  work,  but,  of  course, 
cannot  do  it  as  thoroughly  as  one  who  gives  entire 
time  to  it.  The  first  plan  named  is  the  most  compre- 
hensive of  all  these  and  is  serving  as  a  model  for 
many. 

Cleveland  Plan. — The  Cleveland  (O.)  Chamber 
of  Commerce  has  this  year  (1900)  taken  the  most 
radical  step  thus  far  known.  A  number  of  its  leading 
members  after  visiting  Dayton,  invited  the  head  of 
the  N.  C.  R.  ''  Advance  Department  "  to  explain 
that  company's  idea  at  one  of  the  meetings  of  the 
Chamber.  Several  of  these  men,  having  tried 
various  movements  for  themselves,  became  satisfied 


E^lPLOYER    AND    EMPLOYES  29 

of  their  value  to  the  city.  An  "  Industrial  Commit- 
tee "  was  therefore  chosen  to  encourage  the  develop- 
ment of  the  idea  among  the  factories  of  the  city. 
A  little  later  a  "  Social  Secretary  "  was  engaged  to 
give  his  entire  time  to  assisting  in  the  improvement 
of  local  factory  conditions.  Thus,  by  this  com- 
bination, the  entire  city  has  united  for  general  im- 
provement. This  is  probably  the  first  instance  of  this 
kind  in  industrial  history. 

IV.  HOW  TO  WIN  SY^IPATHY 

First  Difficulty — Sympathy. — Almost  every  em- 
ployer finds  three  great  difficulties  in  the  best  man- 
agement of  his  business,  which,  if  overcome,  would 
increase  his  output  and  relieve  him  of  much  diffi- 
culty, giving  him  more  time  to  think  of  others.  The  '^ 
first  of  these  is  the  lack  of  knowledge  of  each  other's 
needs — that  is,  of  sympathy  between  his  employes  / 
and  himself. 

Beneath  all  other  causes  of  trouble  and  conflict  in 
the  labor  world,  making  them  seem  superficial  only. 
is  the  personal  alienation  of  the  employer  from  his 
fellow-men  whom  he  engages  to  work  for  him  in 
large  numbers.  This  alienation  is  partly  due  to  the 
great  size  of  many  industrial  enterprises  and  the 
consequent  lack  of  personal  acquaintance  between  the 
two  parties. 

"  If  the  modern  employer  is  sincerely  interested 
in  the  general  welfare  of  the  many  persons  who  work 
for  him,  simply  because  they  are  human  beings  like 
himself,  and  because  he  realizes  that  he  stands  in  a 


\ 


30  EMPLOYER    AND    EMPLOYES 

relation  to  them  which  can  be  made  very  effective  for 
good  to  both  parties,  he  has  taken  a  long  stride  to- 
ward industrial  peace  in  his  house,  and  he  has  the 
root  of  the  ideal  in  him."* 

On  the  other  hand,  if  the  modern  employe  realizes 
that  his  employer  is  as  human  as  himself,  that  he 
often  puts  in  many  hours  per  day  in  studying  how 
he  may  develop  his  business  in  order  to  keep  those 
who  labor  for  him  at  work  and  therefore  from  want ; 
that  often  his  mill  is  kept  running  for  weeks  be- 
cause he  realizes  his  relation  to  others  and  the  re- 
sponsibility of  his  position ;  and  that,  while  not  labor- 
ing in  the  same  manner,  he  is  still  a  "  laboring  man  " 
in  the  true  sense  of  the  word, — then  he  will  be  ready 
to  contribute  his  share  to  that  better  industrial  con- 
dition which  all  desire. 

The  ideas  and  plans  used  by  many  employers,  as 
illustrated  in  this  handbook,  are  largely  undertaken 
with  this  one  object  in  view — greater  mutual  sympa- 
thy. 

Second  Difficulty — Knowledge. — The  second  diffi- 
culty is  lack  of  knowledge  of  the  business  itself  and 
of  skill  and  training  on  the  part  of  the  workers.  This 
is  especially  true  where  labor  or  special  forms  of  ef- 
fort are  necessary.  The  custom  of  confining  men  and 
women  to  a  single  operation  has  nuich  to  do  with 
this,  but  this  narrowing  influence  may  be  overcome 
by  methods  suggested  in  the  pages  following,  which 
give  the  workmen  something  of  value  bcvond  the 
matter  of  daily  toil.  The  provision  of  a  comfortable 
hall  connected  with  tb.c  factory  and  the  use  of  the 


Gilman:   "  A  Dividend  to  Labor. 


EMPLOYER    AND    EMPLOYES  3 1 

stereopticon  has  made  possible  many  things  in  giv- 
ing instruction  and  training.  Bulletins  and  infor- 
mation about  visitors  and  important  matters,  expla- 
nation of  plans  of  special  work  to  be  done,  have  been 
found  valuable  in  many  factories.  In  one  instance 
where  a  large  factory  building  had  been  erected,  the 
company  posted  in  all  rooms  the  proposed  arrange- 
ment of  departments  in  the  new  building,  asking  for 
suggestions  and  changes.  The  plan  attracted  atten- 
tion and  led  to  a  number  of  excellent  ideas. 

Third  Difficulty — Organization. — A  third  difficulty 
and  the  one  hardest  to  explain  is  the  importance  of 
thorough  organization  and  careful  methods.  The 
larger  the  business  or  the  more  complicated  the  prod- 
uct ■  the  greater  the  necessity  for  organization.  At 
the  same  time,  intelligent  appreciation  of  this  on  the 
part  of  the  employe  may  be  obtained  by  full  explana- 
tions and  free  discussion.  Frank  presentation  of 
these  difficulties  before  the  people  of  the  factory  and 
their  families  is  the  surest  and  quickest  way  of  over- 
coming them. 

The  National  Cash  Register  Company,  has  prob- 
ably carried  out  this  idea  more  fully  than  any  other 
company  in  this  country,  though  the  gathering  of  all 
operatives  from  the  manager  down  is  a  frequent  inci- 
dent among  employers  of  Great  Britain.  When  it 
was  determined  by  this  company  to  make  a  system- 
atic effort  to  meet  these  difficulties,  meetings  of  em- 
ployes  were  planned.  A  large  hall  was  fitted  up  in 
one  part  of  the  factory,  a  stereopticon  was  secured 
and  slides  either  made  or  bought  to  illustrate  the 
subjects  to  be  presented.     Invitations  w^ere  then  ex- 


32  EMPLOYER    AND    EMPLOYES 

tended  to  officers  of  the  company,  foremen,  their  as- 
sistants and  clerks,  as  well  as  to  the  rank  and  file  of 
the  operatives,  for  the  entertainments  which  were 
provided.  At  regular  intervals  for  several  years, 
some  of  these  gatherings  occurred  during  the  day 
upon  the  company's  time,  the  discussions  being  upon 
topics  directly  connected  with  the  factory.  At  the 
evening  meetings,  practical  illustrated  talks  on  or- 
ganization under  the  title  of  "  Napoleon  and  his 
Army,  "  ''  How  a  Circus  is  Managed,  "  etc.,  were 
given,  presenting  clear  ideas  of  its  importance.  Pic- 
tures were  made  of  a  man  wasting  oil,  of  one  asleep 
over  his  work,  of  others  careless  of  their  time,  all  of 
which  made  men  think.  Illustrated  addresses  on 
special  forms  of  mechanics,  simplified  and  popular- 
ized, and  interspersed  with  attractive  pictures  of 
beautiful  places,  great  works  of  art,  etc.,  made  many 
a  profitable  evening. 

By  thus  frankly  stating  facts,  by  permitting  free 
discussions  at  such  meetings  and  at  clubs  and  socie- 
ties organized  among  employes  but  carefully  directed, 
and  by  the  practical  assistance  in  the  education  of 
themselves  and  their  families,  open  indifiference  or 
opposition  was  changed  to  active  interest,  sympathy 
and  co-operation. 

In  connection  with  these  gatherings,  this  com- 
pany formed  its  "  factory  committee,"  taking  the 
place  of  the  superintendent,  and  giving  to  five  men 
the  supervision  usually  assigned  to  one.  P.y  select- 
ing men  with  peculiar  qualifications  for  the  various 
classes  of  work,  a  company  of  specialists  is  organized 
whose   combined   ability   will    proliably   give   correct 


OFFICE    FORCE    AT    LUNCH     (d) 


.-^^ 


A     FACTORY     COMMITTEE     EXAMINING 
SUGGESTIONS    FOR    PRIZES       (b) 


EMPLOYER    AND    EMPLOYES  $$ 

decisions.  All  orders  for  the  factory  are  issued  to 
this  committee  through  its  chairman.  This  idea 
somewhat  modified  has  been  adopted  by  many  com- 
panies during  the  past  few  years.  In  some  cases, 
as  the  Acme  White  Lead  Works,  the  factory  commit- 
tee is  composed  of  the  foremen,  while  a  committee 
of  review  chosen  from  the  officers  forms  the  court 
of  final  resort. 

The  remarkable  success  of  the  "  suggestion  prize  " 
plan  (an  outgrowth  of  this  community  idea)  wher- 
ever tried  is  evidence  of  the  active  return  which  fac- 
tory people  will  make  when  fairly  and  frankly 
treated.  It  is  the  evidence  of  personal  interest,  and 
the  recognition  of  honest  effort  which  wins.  The 
failure  to  praise  work  well  done,  while  criticizing 
mistakes,  is  responsible  for  much  of  the  ill-will  that 
often  exists.  There  are  many  things  in  manufactur- 
ing that  money  will  not  buy — one  of  them  being  loyal, 
sympathetic  service.  This  can  be  best  gained  by  the 
recognition  and  instruction  here  suggested. 

V.     HOW    MANUFACTURERS'     INTEREST 
HAS  BEEN  MANIFESTED 

/.    Improving  Exteriors  of  Factories 

Heaps  of  rubbish,  unkept  yards  and  soot-covered 
buildings  unfortunately  are  the  distinguishing  mark 
of  many  great  factories  where  thousands  of  men  and 
women  are  employed.  Not  only  in  rolling  mills, 
foundries,  and  similar  iron  industries  where  men  only 
are  employed,  but  also  in  cotton,  woolen,  paper  and 


36  EMPLOYER    AND    EMPLOYES 

Other  factories  where  large  numbers  of  women  are 
busy,  do  these  conditions  too  often  prevail. 

Naturally  *'  work  "  is  associated  in  the  minds  of 
these  toilers  with  all  that  is  forbidding  and  unpleas- 
ant, and  thought  fulness  for  self  or  for  the  employer 
is  discouraged.  Often  skilled  workmen  lose  much 
of  their  force  and  skill  under  these  conditions.  The 
influence  is  felt  in  the  home,  and  familiarity  with 
dirt  and  darkness  during  the  day,  especially  where 
both  men  and  women  of  a  family  work,  tends  to  make 
the  home  life  forbidding  and  careless.  The  moral 
effect  upon  the  home,  the  family,  the  church  and  the 
community  is  far  reaching  and  much  more  offensive 
than  the  average  employer  would  think. 

Result  of  Change. — The  surest  evidence  of  the  rec- 
ognition of  these  conditions  is  the  change  that  comes 
into  the  lives  even  of  the  unskilled  and  uneducated, 
when  better  conditions  prevail.  It  is  too  often  as- 
sumed that  workmen  and  women  are  accustomed  to 
these  things  and  care  nothing  for  bright  sur- 
roundings, beautiful  flowers  and  clean  homes.  The 
increasing  number  of  large  factories  where  atten- 
tion is  given  to  the  care  of  lawns,  cultivation  of  plants 
and  shrubs,  and  general  cleanliness,  is  the  answer 
to  this  objection,  for  men  arc  finding  that  the  con- 
trary is  true,  and  that  but  little  encouragement  is  re- 
quired to  lead  to  sinTpTcJjcailliJying  of  lionies  and 
the  neighborhood^  A  proiuinent  magazine  referring 
te^his  subject,  recently,  said — "  If  an  effort  of  this 
kind  will  succeed  in  creating  a  greater  love  for  at- 
tractive home  surroundings  among  the  class  of  w(^rk- 
ing  people,  the  Association  (American  Park  and  Out 


EMPLOYER   AND    EMPLOYES  39 

Door  Art)  will  have  accomplished  something  to  be 
proud  of.  The  National  Cash  Register  Co.,  have 
set  a  practical  example  of  what  can  be  done  in  this 
respect,  so  the  movement  has  foundation  for  hopes  of 
success.'' 

How  to  Begin. — A  leading  manufacturer  one  day  f 
visiting  a  large  factory  where  cleanliness,  neatness 
and  beautiful  surroundings  were  the  rule,  was  so 
thoroughly  convinced  of  the  economy  and  wisdom  of 
the  idea  that  on  his  return  the  next  day  he  ordered 
his  entire  plant  renovated  and  painted  inside  and  out. 
A  little  later  the  beneficent  results  were  so  well  seen 
that  it  was  determined  to  move  the  plant  to  the  sub- 
urbs where  plenty  of  light  and  air  could  be  obtained. 

Another,  after  a  similar  visit,  ordered  the  yards 
about  his  factory  cleaned,  the  boxes  carefully  piled 
and  the  grounds  kept  in  order.  These  began  right. 
The  first  necessity  is  cleanliness,  and  this  can  be  ob- 
tained both  inside  and  out,  in  many  places  where  it 
usually  is  regarded  as  impossible.  — ^ 

Naturally,  large  establishments,  where  land  is  com- 
paratively cheap,  find  the  care  of  lawns  and  grounds 
inexpensive.  Possibly  the  desire  for  this  clear  atmos- 
phere, for  better  surroundings  and  more  healthful 
conditions  has  led  recently  to  the  removal  of  a  number 
of  large  establishments  from  the  crowded  districts 
to  suburbs,  even  in  smaller  cities.  Rapid  transit 
makes  this  possible,  and  better  home  conditions  en- 
courage its  enlargement.  Illustrations  are  found  in  \ 
the  Kodak  Park  at  Rochester  (Eastman  Kodak  Com- 
pany), Riverside  Press  at  Cambridge,  Pope  Manu- 
facturing  Company   at    Hartford,      National    Cash 


40  EMPLOYER    AND    EMPLOYES 

Register  Company  at  Dayton,  J.  H.  McFarland's 
Printing  House  at  Harrisburg,  Crane's  Paper  Works 
at  Dalton.  the  Bullock  Electric  Company  and  United 
States  Printing  Company  of  Cincinnati,  and  many 
other  plants  of  greater  or  less  extent  and  beauty.  In 
England  there  are  many  illustrations  of  this  kind, 
notable  among  which  are  the  Cadbury  Brothers  at 
Bourneville,  and  the  Sunlight  Soap  Works  of  the 
Lever  Brothers  at  Port  Sunlight.  Alany  New  Eng- 
land villages  are  beautified,  although  not  always  do 
the  factory  surroundings  keep  pace  with  the  villages. 
Simplicity  of  Idea. — Good  taste  and  understand- 
ing of  the  simple  rules  of  landscape  gardening,  and 
attention  to  details  are  essential  to  the  best  results. 
Simplicity  should  mark  the  efforts.  The  experience 
of  the  proprietors  of  the  National  Cash  Register 
Company  illustrates  the  difficulties  of  many  manufac- 
turers. Having  determined  to  improve  the  exterior 
of  their  grounds,  they  began  by  clearing  away  the 
rubbish,  removing  fences  and  sowing  grass  seed. 
Recognizing  that  specialists  are  economical  as  well 
as  valuable,  they  engaged  a  prominent  landscape 
artist  to  spend  a  few  days  at  their  factory  and  in  the 
neighborhood.  He  came,  he  examined,  he  made  sug- 
gestions. His  suggestions  were  followed,  resulting 
in  a  remarkable  change  in  the  appearance,  both  of  the 
factory  and  of  the  ncigh1)orh(^od.  Simplicity  and 
the  use  of  such  shru1i1xM-y  only  as  is  easily  grown 
in  this  climate  were  the  foundation  of  the  work.  As 
the  factory  occupies  two  city  squares,  all  that  could 
be  done  was  to  make  a  good  lawn  and  mass  the 
shrubbery   next   to   the   lniil(linc:s.      This   individual 


U  TY 


EMPLOYER    AND    EMPLOYES  43 

experience  has  been  multiplied  many  times  by  others 
and  its  example  is  being  followed  by  many  small 
factories  as  well  as  large  ones,  especially  in  the  West. 
The  details  of  methods  will  be  found  in  later  chap- 
ters in  connection  with  accounts  of  neighborhood  im- 
provements. 

//.  In  Improving  the  Interior 

Why  dirt,  dust  and  rubbish  seem  to  be  regarded  as 
necessary  adjuncts  to  manufacturing  is  difficult  to 
understand;  why  dark,  unpainted  rooms  seem  to  be 
all  that  are  needed  for  the  thousands  who  spend 
from  one-third  to  one-half  their  lives  in  them  and  are 
affected  in  all  the  other  hours  by  these  hours  of 
work,  is  one  of  the  unexplained  questions. 

Proper  Colors. — The  physical  condition  of  the 
workers  has  much  to  do  with  the  accuracy,  beauty 
and  perfection  of  the  product.  Abundance  of  light, 
pure  air,  clean  rooms,  windows  with  good  curtains 
and  shades,  walls  painted  of  such  color  as  to  be  rest- 
ful, and  cheerful  decorations,  even  of  the  simplest 
character,  all  conduce  to  the  best  physical  life  of  the 
employe,  and  therefore  to  the  best  product  for  the 
employer. 

It  costs  no  more  to  tint  walls  in  a  restful  color  than 
in  glaring  white ;  no  more  to  select  window  shades 
with  good  taste  than  with  bad  ;  and  pure  air  is  as 
cheaply  obtained  as  impure,  while  it  costs  less  when 
measured  by  its  efifect  on  the  people. 

Cleanliness. — Cleanliness  may  be  obtained  by  care 
and  attention.     A  few  janitors  even  in  a  large  fac- 


44  EMPLOYER  AND  EMPLOYES 

tory,  will  keep  the  rooms  clean,  while  the  habit  ot 
care  grows  upon  working  people.  Waste  cans,  con- 
veniently placed,  may  not  l)e  used  at  first,  but  after 
a  while  their  silent  invitation  is  readily  accepted. 
The  daily  emptying  of  cans  and  the  removal  of  rub- 
bish and  waste  entirely  away  from  the  building  or  to 
a  special  room  where  it  can  be  disposed  of,  give  as- 
surance of  cleanliness  and  add  to  available  work 
room. 

The  manager  of  a  large  iron  plant  says  he  saved 
$3,000  and  a  new  building  by  clearing  away  rubbish 
and  the  consequent  re-arranging  of  his  iron  piles. 

Another  found  among  a  40,000  pound  pile  of 
waste,  7,000  pounds  of  a  valuable  product. 

Provide  a  place  for  all  discarded  articles,  whether 
machinery,  furniture,  supplies  or  waste,  with  proper 
conditions  for  disposing  of  material  not  needed,  and 
storage  of  all  articles  that  may  have  future  use.  All 
this  is  economical,  for  working  people  hesitate  to 
throw  away  that  which  may  be  valuable  when  they 
know  it  will  be  seen  again  the  same  day. 

Women's  Rooms. — Where  women  work,  attention 
to  the  little  details  and  to  comfort  and  convenience 
will  quickly  win  their  a])preciation  and  assistance. 
Not  every  factory  can  have  pretty  curtains  at  the 
windows,  pictures  and  quotations  on  the  walls,  and 
palms  and  ferns  on  the  work  tables  and  i)enches,  as 
in  the  Women's  Departments  of  the  National  Cash 
Register  Company  and  of  Ferris  Brothers ;  but  all 
can,  if  they  wish,  give  an  air  of  comfort  and  cleanli- 
ness, even  in  comparatively  dirty  work,  and  all  can 
make  the  toilet  rooms  neat,  clean,  tidv  and  comfort- 


A  woman's  work  room    (b) 


AN    ATTRACTIVE    OFFICE     (c) 


EMPLOYER   AND    EMPLOYES  47 

able  instead  of  putting  them  away  into  the  darkest 
corner  with  no  attention  and  no  effort  at  care. 

It  is  often  insisted  that  certain  classes  of  operatives 
will  not  in  any  way  respond  to  such  efforts.  As  far 
as  the  author  can  learn,  wherever  these  methods 
have  had  a  sufficient  trial,  the  result  has  been  satis- 
factory, and  the  testimony  of  many  employers,  both 
in  private  letters  and  in  public  print,  are  the  demon- 
stration of  the  value  of  such  attention. 

///.  In  Personal  Comfort 

Attention  to  personal  comfort  and  health  requires 
many  things  besides  the  simple  matter  of  surround- 
ings. Having  given  good  rooms  and  the  best  pos- 
sible conditions  under  the  necessary  circumstances, 
the  daily  needs  of  the  working  people  should  be  re- 
garded. 

Physical  Examination. — Quite  a  number  of  fac- 
tories require  as  a  preliminary  to  employment,  an  ex- 
amination by  a  physician,  both  for  factory  and  office 
work.  The  purpose  in  this  is  to  ascertain  whether 
or  not  the  employe  has  any  weakness  which  would 
in  any  way  be  affected  by  the  work  proposed  for  him, 
or  which  would  interfere  with  his  best  effort  in  that 
which  he  is  to  undertake.  The  special  points  re- 
quired in  most  of  the  cases  where  examination  is 
made,  are  weight,  height,  married  or  single,  vaccina- 
tion, full  possession  of  special  senses,  any  mental 
trouble  past  or  present,  family  history,  any  diseases 
of  eye.  ear,  nose,  throat,  lungs,  heart,  use  of  malt  or 
spirituous  liquors,  permanent  disability,-  etc.,  etc= 


48  EMPLOYER    AND    EMPLOYES 

These  examinations  are  usually  given  by  the  com- 
pany's physician,  or  by  some  one  with  whom  the  mat- 
ter is  speciallly  arranged ;  the  cost  in  such  case  being 
borne  by  the  employe  if  he  receives  the  appointment, 
otherwise,  by  the  company. 

Another  preliminary  arrangement  for  health  is  the 
provision  of  a  small  dispensary  with  medicine,  band- 
ages, etc.,  in  charge  of  some  one  qualified  to  act 
promptly  in  case  of  necessity.  Cots  to  be  used  in 
case  of  accident  or  sickness  are  valuable,  but  should 
not  be  placed  where  they  can  be  seen  at  all  times,  for 
they  would  have  a  depressing  influence  on  many, 
rather  than  an  encouraging  one.  The  provision  of  a 
rest  room,  wdiich  has  come  to  be  regarded  as  import- 
ant in  many  factories,  especially  where  women  are 
employed,  is  valuable  just  as  truly  for  men  in  fac- 
tories wdicre  work  is  very  heavy  or  hazardous. 

Baths  and  Lockers. — In  order  to  encourage  clean- 
liness and  the  self-respect  w^hich  accompanies  the 
ability  to  appear  well  on  the  street  and  in  the  home, 
the  provision  of  baths  and  abundant  opportunities 
for  washing  is  important  in  all  factories.  Where  the 
work  to  be  done  is  dirty,  as  in  foundries,  mills  and 
machine  shops,  lockers  in  which  men  may  hang  their 
street  clothes  during  working  hours,  add  materially 
to  their  comfort  and  ability.  By  arranging 
separate  hours,  comparatively  few^  shower  baths 
will  serve  a  large  factory.  Perhaps  one  of  the 
best  examples  of  what  may  be  done  in  this 
respect  is  that  of  the  Walker  &  Pratt  Company 
of  Watertown,  Massachusetts.  Among  the  early 
movers  in  this  direction  was  the  National  Cash  Reg- 


'^Sm 


XTTt. 


woaian's  bath  room    (b) 


A    WELL-AKRAXGED    WASH    ROOM    (r) 


EMPLOYER    AND    EMPLOYES  5 1 

ister  Company,  which  has  provided  shower  baths 
for  its  men  and  tub  baths  for  the  women.  These 
shower  baths  are  usuahy  in  sets  of  three  or  four  in 
each  of  its  buildings ;  one  set  serving  for  several  hun- 
dred men.  By  a  system  of  tickets  and  assignments, 
and  the  permission  given  to  each  employe  to  take 
twenty  minutes  a  week  on  the  company's  time  for 
his  bath,  this  supply  is  abundant.  The  company  adds 
the  soap,  towels,  etc.,  and  the  care  of  the  bath  rooms. 
The  expense  of  maintenance  in  all  these  cases  is  very 
slight,  while  the  return  in  increased  comfort  and 
work  overbalances  the  cost.  A  number  of  employers 
in  large  iron  factories  have  given  as  their  testimony 
that  the  introduction  of  baths  had  enabled  them  to 
obtain  a  much  higher  class  of  workmen  and  to  get 
much  better  work  than  had  been  possible  before  these 
were  introduced. 

The  Enterprise  ^Manufacturing  Company  of  Phila- 
delphia has  introduced  baths  especially  for  its 
moulders.    The  President  testifies  as  to  its  result : 

"  I  wish  to  impress  upon  you  the  importance  of  a 
bath  room  for  moulders  in  every  foundry  in  the 
country.  If  you  can  contribute  in  any  way  to  this 
end  you  certainly  will  be  doing  much  good.  A  warm 
shower  bath,  together  with  putting  on  dry,  clean 
clothes,  is  w^orth  a  very  great  deal  to  a  moulder,  and 
we  find  that  we  have  the  pick  of  men.  They  are  very 
anxious  to  work  for  us  in  preference  to  other  found- 
ries." 

The  J-  H.  Williams  Company,  Drop  Forgers,  in 
Brooklyn,  in  addition  to  spray  baths  for  their  em- 
ployes,  have  a  wash   trough   fitted   up   with   small 


52  EMPLOYER    AND    EMPLOYES 

douche  baths  so  that  the  men  can  tlioroughly  wash 
their  hands  after  the  day's  work.  Another  large 
trough  is  provided  with  a  wringer  so  that  the  men 
can  quickly  wash  their  underclothes  which  are  us- 
ually soaked  with  perspiration  and  dirt.  A  drying 
closet  is  provided  with  hot  water  pipes  so  that  the 
clothes  can  be  dried  and  when  the  men  come  the 
next  morning  they  have  a  clean,  sweet  suit  in  which 
to  begin  the  day's  work. 

So  thoroughly  is  this  fact  impressing  itself  upon 
manufacturers  that  many  are  now  putting  up  build- 
ings especially  for  this  purpose,  and  providing  all 
the  facilities  necessary. 

Toilet  Rooms. — Another  feature  which  is  of  im- 
portance in  cultivating  manliness  and  womanliness 
is  the  provision  of  neat,  well  kept  toilet  rooms. 

Simple  lockers  in  which  men  and  women  may 
keep  their  clothing  are  easily  constructed,  and  the 
sanitary  value  is  very  great. 

F.  A.  Brownell  of  Rochester,  provided  such 
lockers  for  all  his  people ;  the  men  passing  through 
the  basement  room  where  they  are  constructed  on 
their  way  to  and  from  their  work. 

Chairs  and  Rests. — In  foundries  and  machine 
rooms  where  small  work  is  done,  employes  sit  during 
the  entire  day.  It  seems  not  to  have  occurred  to 
many  employers  that  backs  to  these  chairs  and  foot 
stools  would  not  only  give  comf(^rt  to  the  employe, 
but  would  add  to  his  productive  abilitv.  An  experi- 
ment in  this  direction  has  proved  that  25  per  cent 
to  50  per  cent  of  increase  may  1)e  noted  in  the  out- 
put resulting  from  the  bracing  of  the  back  and  the 


A   WELL-ARRANGED    WASH    ROOM     (m) 


WASH    ROOM    AND   LOCKERS    (r) 


EMPLOYER    AND    EMPLOYES  55 

comfortable  position  in  which  the  operatives  work ; 
at  the  same  time  the  employe  is  able  to  work 
throughout  the  day  with  very  little  fatigue. 

Ice  Water. — Another  seemingly  very  small  mat- 
ter has  proved,  wherever  tried,  to  be  one  of  great 
value.  It  seems  a  very  small  thing  to  furnish  ice 
water  during  the  summer  or  the  entire  year  for  men 
who  must  work  in  warm  rooms.  In  hundreds  of  es- 
tablishments in  this  country,  the  men  contribute 
among  themselves  for  this  purpose.  The  Enterprise 
Manufacturing  Company  and  others  furnish  the  ice 
water  in  good,  clean  receptacles  and  have  a  man 
whose  duty  it  is  to  see  that  these  are  properly  at- 
tended to. 

Running  elevators  for  a  few  minutes  before  and 
after  W'Orking  hours  so  that  men  and  women  may 
ride  up  and  dow^i  instead  of  climbing  several  flights 
of  stairs,  is  another  feature  found  to  be  healthful  in 
many  places.  The  fear  of  accident,  which  has  de- 
terred many  employers,  has  been  found  to  be  un- 
necessary, by  those  who  have  given  this  idea  a 
trial. 

Short  Hours. — The  short  hour  question  does  not 
come  within  the  province  of  this  discussion.  It  is 
w^orth  noting,  however,  that  a  number  of  employers 
like  the  Pels  Brothers,  of  Philadelphia,  the  Proctor 
&  Gamble  Company,  the  N.  C.  R.  Co.,  the  Enterprise 
Alanufacturing  Company,  and  others  have  volun- 
tarily reduced  the  hours  of  work  from  one-half  hour 
to  two  hours  per  day,  many  of  them,  especially  the 
last  named  having  fully  tested  during  many  years 
the  Saturday  half  holiday  and  found  it  satisfactory. 


56  EMPLOYER    AND    EMPLOYES 

Recreation. — Provision  for  recreation  is  not  so 
common  in  this  country  as  in  England.  One  of  the 
most  notable  examples  of  eiTort  of  this  kind  is  that 
of  the  Cadbury  Bros,  at  Bourneville,  England.  This 
company  has  established  its  plant  in  a  large  country 
place,  and  has  surrounded  its  works  with  fields  and 
shrubbery.  Lawn  tennis,  ball  grounds,  swimming 
pool,  a  beautiful  park  and  other  provisions  for  out- 
door life  for  the  employes  and  their  families,  are 
made.  The  Lever  Bros.  Company  of  Port  Sunlight, 
Eng.,  has  very  abundant  provision  for  the  outdoor 
life  of  its  people.  Rowntree  &  Company  of  York, 
Eng.,  have  large  recreation  grounds  for  men  and 
w^omen,  the  grounds  occupying  about  fifteen 
acres. 

In  some  of  the  New  England  villages  controlled  by 
families  or  companies,  provision  is  made  in  the 
form  of  parks  or  greens  for  the  employes.  The  Na- 
tional Cash  Register  Company  has  tennis  courts,  etc., 
open  at  noon  and  on  Saturday  half-holidays.  In  a 
number  of  cities,  companies  have  made  arrangements 
with  Young  Men's  Christian  Associations  or  with 
athletic  clubs  for  the  use  of  their  outdoor  parks. 

In  quite  a  number  of  factories,  either  in  the  din- 
ing room  or  immediately  adjoining  it,  will  be  found 
a  piano  so  that  the  noon  hour  may  be  given  to  music, 
dancing  and  other  pleasant  recreation.  The  Cleve- 
land Window  Glass  Company  has  club  rooms  for 
men  and  women  for  amusement  and  reading.  In 
some  places,  the  noon  hour  is  frequently  occupied  by 
practical  talks  or  entertainment,  either  informal  or 
regularly  prepared.    In  others  social  life  is  cultivated 


A    QUIET    CORNER    FOR    READING      (c) 


EMPLOYER    AND    EMPLOYES  59 

through  social  eveJiiiigs  or  dances,  which  foster  a 
brighter  Hfe. 

A  Women's  Lunch  Room. — A  few  years  ago,  pass- 
ing through  his  factory  about  the  noon  hour  a  manu- 
facturer noticed  a  young  woman  warming  something 
in  a  can  over  the  radiator.  Inquiry  showed  that  she 
was  warming  coffee  for  lunch.  This  incident  served 
to  lead  him  to  the  study  of  the  noon  lunch  question, 
resulting  in  the  clearing  away  of  a  large  attic  and  its 
transformation  into  a  beautiful  and  attractive  dining 
room,  in  which  250  young  women  take  their  lunch 
daily.  A  coat  of  paint,  clusters  of  small  flags  of  all 
nations,  and  cozy  corners  at  the  windows  made  the 
room  attractive  ;  while  a  thoroughly  equipped  kitchen 
adjoining,  a  rest  room  in  one  corner  and  a  bath  room 
off  from  another,  made  it  convenient  and  healthful. 

In  fitting  the  room,  neatness  and  attractiveness 
were  first  considerations  along  with  economy.  Plain 
kitchen  chairs  and  tables  were  obtained  and  painted 
white.  Good  table  4inen  and  tableware  were  provided 
in  sufficient  quantity  to  serve  neatly  and  quickly. 

The  outgrowth  of  these  plans  has  attracted  thou- 
sands of  visitors  to  the  National  Cash  Register  Com- 
pany, for  working  people  the  world  over  have  been 
interested  in  the  results.  In  this  instance  the  com- 
pany supplies  two  items  of  warm  food,  together  with 
tea.  coffee,  cocoa  or  milk,  the  menu  beinp-  clianp-ed 
daily.  The  young  women  add  the  bread  and  butter 
ancT  whatever  other  articles  they  may  desire.  They 
pay  I  cent  each  day,  while  the  increased  output  re- 
"sulting  from  good  wholesome  food  fully  balances 
the  cost  of  the  lunch.    A  graduate  in  domestic  econ- 


6o  EMPLOYER    AND    EMPLOYES 

omy  supervises  this  room  and  all  similar  work  in  the 
factory.  Qualified  cooks  and  helpers  perform  the 
regular  work  and  care  for  the  rooms ;  the  young 
women  serve  as  waitresses,  a  detail  being  made  each 
week  from  the  various  departments.  Those  who 
serve  go  to  the  dining  room  five  minutes  before  the 
others  in  order  to  prepare  the  tables.  Thus  care  and 
system  accomplish  the  purpose  with  the  smallest 
amount  of  time  and  efifort.  The  dining-room  is  fre- 
quently used  on  special  occasions  for  serving  lunch 
to  large  parties  of  employes  and  visitors. 

Here,  too,  a  complete  lunch  is  served  free  to  all 
office  employes  who  are  compelled,  for  any  reason, 
to  work  at  night.  In  addition  to  this  feature,  this 
company  provides  hot  soup  and  coffee  to  all  em- 
ployes who  are  required  to  work  overtime  at  night. 
The  lunch  is  prepared  on  requisitions  from  the  fore- 
men, made  in  the  morning,  and  is  carried  to  the  de- 
partments, with  cups  and  spoons,  ready  for  service 
immediately  after  the  close  of  working  hours.  Fif- 
teen minutes  are  sufficient  and  men  are  back  at  work 
refreshed  and  stronger  for  the  evening's  work.  In 
this  instance,  the  time  occupied  in  eating  is  allowed 
and  paid  for  by  the  company.  This  dining  room  and 
its  methods  have  served  as  a  model  in  equipment 
and  plan  for  scores  of  other  companies. 

A  Chicago  Effort. — The  City  of  Chicago  has  of- 
fered an  excellent  example  of  another  plan  for  the 
development  of  lunches  for  employes.  The  follow- 
ing account  is  taken  fmrn  the  report  made  b\-  the 
City  Department  of  the  Y(nmg  \\'(imcn's  Christian 
Association : 


EMPLOYER   AND    EMPLOYES  63 

The  Western  Electric  Company  has  one  of  the 
largest  plants  in  the  country  and  branches  all  over 
the  world.  It  employs  more  than  3,000  persons  in 
the  factory  in  Chicago,  900  of  them  being  girls. 

How  the  Work  Started. — An  association  for  the 
help  of  self-supporting  young  women  had  carried 
on  a  very  successful  lunch  club  for  girls  in  the  heart 
of  the  city.  That  club  had  become  entirely  self-sup- 
porting and  it  was  decided  that  some  new  work 
should  be  undertaken  during  the  winter  of  i893-'94. 
Miss  Jane  Addams,  of  Hull  House,  suggested  that  a 
lunch  room  be  started  in  the  Western  Electric  Com- 
pany's works,  where  soup  and  coffee  should  be 
served  to  the  girls  and  sold  to  the  men  employed  in 
the  building.  Miss  Addams'  suggestion  was  adopted 
and  what  is  known  as  the  Occident  Club  was  started, 
this  club  made  up  of  girls  from  the  factory. 

First  Year. — This  was  the  first  club  ever  started  in 
any  factory  in  the  United  States.  At  first  the  idea 
was  not  received  with  great  cordiality  by  the  firm  for 
fear  it  would  not  be  a  success.  In  fact  they  looked 
upon  it  as  only  a  fad  and  did  not  wish  anything  under 
their  roof  which  would  not  be  permanently  success- 
ful. They  finally  gave  their  consent  and  put  one 
small  room  at  the  disposal  of  the  club.  After  all  the 
necessary  arrangements  were  made  for  fitting  up  the 
lunch  room,  the  actual  securing  of  patronage  was  not 
in  the  least  difficult.  The  following  notice  was  dis- 
tributed through  the  factory  a  day  or  two  before  the 
room  was  opened  and  had  the  effect  of  securing  a 
crowded  room  on  the  first  day.  About  twenty  gal- 
lons of  soup  and  coffee  were  used  that  day. 


64  employer  and  employes 

Announcement 

"  The  Kirkland  x\ssociation  having  received  per- 
mission from  the  officers  of  the  Western  Electric  Co. 
will  serve  coffee  and  soup  in  this  factory  every  day 
from  1 1  130  a.  m.  until  i  p.  m.,  commencing  Wed- 
nesday, January  nth. 

There  is  a  lunch  room  where  the  girls  employed  in 
the  building  can  come  and  spend  their  noon  hour, 
bringing  their  own  lunch  to  eat  there  if  they  prefer. 

Soup  and  coffee  will  be  sold  at  this  lunch  room 
to  the  men,  the  prices  for  all  being  as  follows : 

Per  pint,  with  2  rolls,  5  cents. 
Per  bowl,  with  i  roll,  3  cents. 

coffee. 

Per  pint,  with  2  rolls,  5  cents. 
Per  cup,  with  i  roll,  3  cents. 

Tickets  good  for  12  cups  of  coffee,  no  rolls,  will 
be  sold  to  the  girls  for  twenty-five  cents. 

A  capable  matron  and  cashier  have  been  secured 
and  four  of  the  Kirkland  girls  are  to  be  in  attendance 
each  day." 

The  soups  and  coffee  were  made  at  tl:e  Hull 
House  Coffee  House,  and  sent  in  cans  covered  with 
indurated  fibre,  which  kept  them  hot  for  some  hours, 
so  that  no  cooking  was  done  in  the  lunch  room. 

Development. — They  soon  entirely  outgrew  their 
small  quarters  and  found  a  flat  in  the  next  building 
which  they  could  rent.  By  this  time  the  proprietors 
of  the  factory  approved  of  the  work  enough  to  throw 


EMPLOYER   AND    EAll'LOVES  65 

an  iron  bridge  between  the  buildings,  thus  making 
an  easy  entrance  to  the  rooms.  Here  they  had  two 
large  rooms,  one  for  a  lunch  room,  the  other  called 
the  library.  There  was  also  a  small  class  room. 
Now  they  began  having  classes  and  talks  at  the  noon 
hour,  after  work  at  night  and  in  the  evening. 

Even  while  renting  these  rooms  and  pa}ing  for 
the  light  and  heat  they  became  self-supporting, 
charging  ten  cents  a  month  for  membership. 

In  1897  the  company  built  an  addition  to  their 
factory  and  presented  the  club  with  an  entire  floor 
of  the  new  part,  making  two  immense  rooms.  They 
also  furnished  the  light  and  heat,  fitted  up  the  kitchen 
almost  entirely  and  gave  new  tables  and  chairs  for 
the  dining  room.  Here  they  furnished  lunches  to  the 
men  at  a  side  counter,  only  the  girls  having  the  use 
of  the  rooms.  The  receipts  were  thus  greatly  in- 
creased. 

At  first  only  one  meal  was  served  a  day,  and  the 
management  was  largely  in  the  hands  of  those  who 
started  the  club,  but  now  not  only  a  dinner  is 
served  at  noon,  but  a  supper  for  the  employes  who 
work  overtime  and  a  midnight  dinner  for  the  night 
workers.  The  business  management  of  this  is 
largely  carried  on  by  the  girls  themselves,  some  of 
whom  give  up  their  noon  hour  to  helping  in  different 
ways  in  the  work  of  the  club. 

Classes  of  all  kinds  have  been  held  in  calisthenics, 
sewing  and  dressmaking,  embroiderv.  music,  mathe- 
matics, travel,  etc.,  and  a  number  of  talks,  musicales 
and  entertainments  given  the  girls  both  at  the  noon 
hour  and  on  special  occasions,  such  as  Christmas  and 


66  EMPI.OYER    AND    EMPLOYES 

Easter.  The  girls  have  also  been  invited  to  the 
homes  of  the  young  women  who  started  the  club. 

Summer  outings  arc  planned  for  them  for  two 
weeks  at  a  time. 

At  Present. — The  clul)  started  with  60  members ;  it 
now^  has  about  350.  It  is  not  only  self-supporting, 
employing  a  competent  matron,  paying  the  teachers 
of  the  classes,  etc.,  but  sets  aside  $10  a  month  for  a 
Relief  Fund.  The  forewomen  of  the  different  de- 
partments constitute  the  Relief  Committee,  who  take 
pains  to  know  the  needs  of  all  under  their  charge. 

The  matron  not  only  attends  to  the  buying  but 
acts  as  a  mother  to  the  girls.  If  anyone  is  sick,  she 
can  go  to  the  rest  room  where  there  are  couches  and 
easy  chairs  and  the  matron  looks  after  her.  It  is 
hoped  soon  to  add  a  medicine  case  to  be  under  the 
keeping  of  the  matron. 

Before  the  club  was  started  there  w^as  more  or  less 
jealousy  and  rivalry  betw^een  the  girls  in  the  different 
departments  of  the  w^ork.  Now^  this  is  all  done  away, 
and  all  meet  in  a  sw^eet  spirit,  enthusiastic  over  their 
club  and  their  factory.  It  has  been  the  means  of 
developing  girls  also  and  proving  their  capabilities. 
The  chairman  of  the  finance  committee,  the  vice- 
president  and  secretary  are  factory  girls,  and  they  arc 
represented  on  all  committees. 

Opinion  of  the  Firm. — Only  a  short  time  since 
wdien  plans  for  enlarging  the  factory  still  further 
were  under  way,  Mr.  Barton,  the  President  of  the 
Companv,  said  that  the  club  had  earned  its  own  posi- 
tion in  the  factory  and  should  have  a  place  in  the 
new  buildincf  with  better  accommodations. 


EMPLOYER    AND    EMPLOYES  69 

He  said  also  that  it  is  good  for  the  biisiiicss  to  have 
it.  And  this  is  supported  by  the  fact  that  when  the 
Superintendent  of  the  New  York  branch  was  making 
plans  for  enlarging,  he  telegraphed  for  all  particulars 
concerning  the  club  in  order  that  he  might  consider 
them  in  his  arrangements. 

A  Cleveland  Plan. — A  good  illustration  of  still 
another  method  of  furnishing  lunch  is  found  in  the 
-experience  of  the  Cleveland  Hardware  Company, 
whose  General  ^Manager,  Air.  Charles  E.  Adams,  re- 
cently made  the  following  statement  regarding  its 
plan : 

We  had  considered  putting  in  this  restaurant  for 
a  long  while ;  but  the  greatest  obstacle  that  always 
confronted  us  was  in  that  we  had  practically  no  room 
of  any  kind  to  spare.  In  our  factory  we  are  crowded 
and  use  every  available  corner  for  the  manufacture 
of  our  goods,  running  twenty-four  hours  a  day.  We 
started  our  kitchen  in  a  small  room,  9x9  feet,  with 
gas  stove,  and  began  selling  coffee  and  sandwiches. 
We  soon  found,  however,  that  we  were  obliged  to 
go  into  it  more  extensively ;  and  w^e  abandoned  the 
original  kitchen,  which  we  now  use  as  a  serving 
room,  and  extended  our  kitchen  down  the  light  well, 
between  two  factory  buildings,  about  40  or  50  feet. 
As  our  kitchen  stands  now  it  measures  about  7  x  50, 
being  right  in  between  our  rolling  mill  building  and 
factory.  Of  course  it  was  impossible  for  us  to  have 
any  room  for  the  men  to  eat  in,  but  we  overcame 
this  by  giving  each  set  of  six  men  or  more  a  folding 
table,  which  thev  keep  around  in  different  corners  of 
the  factory,  some  hanging  them  on  the  wall  and 
some  standing  them  up  behind  machines  and  benches. 


70  EMPLOYER    AND    EMPLOYES 

Any  set  of  six  men  may  have  these  tables,  and  they 
appoint  one  monitor,  Init  he  must  not  be  a  man  that 
runs  a  maehine.  This  monitor  can  take  the  order 
from  the  other  men,  and  is  allowed  to  take  their  bas- 
ket up  to  the  kitchen  with  their  order  at  ii  o'clock, 
and  these  baskets  are  packed  according  to  their  or- 
der. The  monitor  is  then  allowed  to  stop  work  five 
minutes  before  the  whistle  blows,  come  to  the  kitchen, 
and  take  the  baskets  to  wherever  the  tables  are  lo- 
cated. In  this  way  we  get  rid  of  the  great  rush  at  the 
window  as  soon  as  the  whistle  l)lows.  All  those  that 
do  not  form  sets,  then  come  up  to  the  window  and 
receive  whatever  they  order.  We  serve  about  400 
men  on  our  day  turn,  and  as  a  rule,  we  are  through 
serving  in  a1)out  ten  uLuutcs  after  the  whistle  blows. 

Each  man  is  supplied  with  a  small  porcelain-cov- 
ered pail,  which  he  takes  care  of.  We  put  little  cup- 
boards up  all  around  the  factory,  that  are  divided  off 
very  much  as  a  cup  case  in  a  barber  shop,  and  each 
man  has  his  pigeon-hole  to  keep  his  pail  in. 

Wc  started  out  with  a  gas  stove,  but  now  we  have 
put  in  a  hotel  range,  the  most  expensive  part  of  the 
outfit.  Of  course,  we  bought  it  after  we  had  had 
some  experience,  and  we  felt  that  we  could  afford  to 
pay  about  $95  for  this  range.  Aside  from  this  the 
furnishing  are  simply  pots  and  pans  of  different  de- 
scriptions, which  would  pr()bal)ly  run  the  expense 
up  to  another  $100,  all  told.  \\'e  serve  a  pint  of 
coffee  for  one  penny,  and  on  this  we  lose  monev, 
\W"  lose  more  tlian  we  ordinarily  w(^ul(l  if  it  was  not 
perhaps  a  hobby  of  Mr.  C.  K.  Adams  to  have  the 
finest  coffee  that  can  be  made,  and  we  are  usincr  the 


EMPLOYER    AND    EMPLOYES  7r 

best  of  cream.  However,  of  course,  very  good  coffee 
can  be  bought  in  large  quantities,  for  8c.  and  lo.  per 
lb. ;  and  if  boiled  milk  was  used,  this  coffee  could 
easily  be  sold  at  ic.  a  pint,  which  would  make  about 
three  ordinary  coffee  cups  of  coffee.  The  balance 
of  our  bill  is  as  follows :  Sandwiches,  all  kinds,  2c. 
each ;  Hamburg  steak,  i  slice  of  bread,  2c. ;  pork  sau- 
sage, I  slice  of  bread,  2c. ;  pork  and  beans,  i  slice  of 
bread,  3c. ;  half  doz.  crackers  and  cheese,  2c. ;  pie,  all 
kinds,  3c.  per  cut ;  tablespoonful  of  mashed  potatoes, 
IC. ;  cooked  meats,  i  slice  of  bread,  6c.;  puddings, 
3c.;  oyster  soup  (on  Friday),  5c.  per  plate;  other 
soups,  2c.  and  3c. 

On  some  of  these  items  we  make  a  small  profit,  to 
cover  waste.  We  serve  the  different  articles  on  a 
paper  plate,  and  always  serve  them  on  a  slice  of 
bread. 

We  consider  that  the  restaurant  pays,  and,  at  the 
present  writing,  would  not  think  of  giving  it  up.  We 
believe  that  a  restaurant  can  be  run  so  as  to  pay  all 
expenses  at  the  prices  that  we  have  given ;  but  we 
consider  that  w^e  can  well  afford  to  pay  a  little  bonus 
to  run  this,  as  we  are  certain  that  it  is  a  paying  in- 
vestment for  us.  Our  office  people  also  eat  at  the 
works.  We  found  very  early  that  it  was  something  of 
a  nuisance  to  have  them  eating  in  their  offices,  so  we 
built  a  small  dining  room  for  them.  On  account  of 
the  scarcity  of  room,  we  were  obliged  to  build  this 
on  top  of  our  warehouse  bins,  so  that  it  is  not  an  ele- 
gant affair,  but  answers  the  purpose. 

Other  Examples. — The  Pope  Manufacturing  Com- 
pany, of  Hartford,  Conn.,  has  a  lunch  counter  at 


72  EMPLOYER    AND    EMPLOYES 

which  the  men  may  buy  their  food  at  cost  price.  A 
variety  is  always  siipphed  of  good  quahty.  The 
lunch  room  seats  t,ooo.  After  dinner  it  may  be 
used  as  a  smoking  room,  or  the  men  may  enjoy 
games  or  reading  in  adjoining  rooms. 

The  Sherwin-Williams  Company,  of  Cleveland, 
has  two  dining  rooms  for  its  two  hundred  employes, 
one  for  the  women  and  office  force  and  one  for  the 
factory  men.  The  Company  furnishes  a  cup  of  coffee 
and  one  other  item,  the  men  adding  what  they  desire 
or  buying  from  the  Company  at  low  rates.  The  meals 
are  served  in  a  neat  room  with  good  tables,  with  well- 
equipped  kitchen  adjoining.  The  menu  is  changed 
from  day  to  day.  It  is  possible  to  get  a  good  lunch 
for  from  eight  to  twelve  cents.  The  room  is  pat- 
ronized by  office  and  factory  men  alike,  and  officers 
of  the  Company  frequently  may  be  seen  taking  lunch 
at  the  tables  with  the  men. 

The  Cleveland  Twist  Drill  Company  has  a  large, 
cheery  room  in  which  are  three  long  tables  seating 
about  270.  The  men  are  divided  into  groups  of 
eight,  each  group  having  one  of  its  number  as  mon- 
itor or  waiter  for  a  period  of  two  weeks.  The  order 
is  given  each  day  for  the  next  and  is  made  out  from 
a  card  regularly  posted.  The  character  of  the  menu 
may  be  seen  from  the  following : 

Pea  Soup 2  cents 

Roast  Lamb    3  cents 

Stewed  Tomatoes t  cent 

Mashed  Potatoes   t  cent 

Ham   Sandwich 2  cents 


EMPLOYER   AND    EMPLOYES  75 

Cheese  Sandwich   2  cents 

Bread  Pudding 2  cents 

Mince  Pie   3  cents 

Coffee    I  cent 

Tea     I   cent 

Ginger  Snaps   (five)    i  cent 

Crackers     i   cent 

Careful  organization  and  senchng  a  few  men  in  ad- 
vance to  begin  the  service  enables  all  to  have  their 
lunch  in  the  half-hour  allowed  at  noon. 

A  large  Chicago  office  has  recently  introduced  the 
custom  of  serving  tea  and  wafers  to  its  force  of 
young  women  stenographers  at  three  o'clock  each 
afternoon.  This  is  done  simply  to  give  proper  stimu- 
lant during  the  weary  last  hours  of  the  day. 

A  large  number  of  companies  now^  provide  com- 
fortable lunch  rooms  for  men  and  w^omen.  The  pur- 
pose in  almost  all  cases  is  to  give  healthful  food, 
pleasant  surroundings,  and  to  counteract  the  evil  of 
cold  lunches  and  bad  environment  during  the  noon 
hour.  Among  companies  whose  experience  may  be 
valuable  are  Swift  &  Co.  who  furnish  at  their  Stock 
Yards  in  Chicago,  lunches  for  their  two  thousand  of- 
fice people;  the  Acme  White  Lead  and  Color  Works, 
of  Detroit;  the  T.  B.  Laycock  Co.,  of  Indianapolis; 
Pels  &  Company,  Philadelphia  ;  the  Bullock  Electric 
Manufacturing  Company,  of  Cincinnati ;  H.  J. 
Heinz  Co.,  of  Pittsburg,  and  the  Carnegie  Co.,  of 
Pittsburg. 

In  nearly  all  cases  the  employers  equip  the  plant 
for  this  purpose  as  their  contribution  to  the  enter- 


76  EMPLOYER    AND    EMPLOYES 

prise.  The  usual  custom  is  to  make  the  charges  only 
such  as  will  cover  the  cost  of  supplying  the  lunch 
itself.  In  most  of  these  instances,  instead  of  paying 
for  the  meals  in  cash,  the  men  pay  for  them  in  meal 
tickets  which  are  provided  by  the  company  and 
which  may  be  bought  in  sums  of  25c.,  50c.,  and  $i. 
This  is  found  to  be  much  more  satisfactory  than  to 
attempt  to  make  change  on  each  occasion. 

A  feature  which  has  attracted  much  attention  is  the 
lunch  for  officers  and  heads  of  departments,  either 
provided  at  the  expense  of  the  company,  as  done  by 
the  N.  C.  R.  Co.,  Bullock  Electric  Co.,  and  others, 
or  at  low  cost  wdiich  is  paid  by  those  who  participate. 
Here  about  a  table  handsomely  decorated  with  plants, 
the  men  who  do  the  planning  for  the  company,  lunch 
together,  and  talk  over  many  features  of  the  business. 
The  aim  in  every  case  is  simply  to  furnish  a  plain  but 
attractive  luncheon. 

The  companies  named  above  have  been  used  sim- 
ply as  examples  of  various  methods  adopted  by  dif- 
ferent emplo\'ers.  each  adapting  his  plans  to  his  own 
special  needs.  The  testimony  of  all  is  that  the  com- 
paratively small  amount  involved  finds  abundant  re- 
turn in  improved  physical  condition  of  workmen  and 
in  greater  satisfaction.  This  feature  of  this  topic 
has  been  given  especial  prominence  because  of  the 
practical  character  of  the  methods,  the  evident  return 
to  the  employer  for  his  thoughtfulness  and  the  cer- 
tain ini]:)rovement  of  the  condition  and  comfort  of  the 
employes. 

Factory  Auditorium. — The  TT.  J.  TTeinz  Co. 
has,    amouij-    its    many    s'rikiiig    features,    an    an- 


tf-^'^'i'-"-  '^■^M 


1 


wn 


PREPARING    COFFEE    I  OR    EMPLOYES      (d) 


CASE    FOR    HOT    LUNCHES      (c) 


EMPLOYER    AND    EMPLOYES  79 

ditorium  occupying  the  third  and  fourth  floors 
of  its  new  building  and  having  seating  accom- 
modations for  2,500.  The  hall  is  placed  at  the 
disposal  of  its  employes  for  entertainments,  lectures, 
social  occasions  and  concerts.  Corridors  connecting 
with  the  other  buildings  and  elevators  enable  the  em- 
pioves  to  gather  quickly  in  the  auditorium  at  the 
noon  hour  for  a  brief  talk  from  some  visitor  or  from 
some  head  of  department. 

The  "  Advance  Club  Hall  "  of  the  National  Cash 
Register  Co.  is  a  handsomely  fitted  room  seating 
about  four  hundred.  It  is  situated  in  the  Administra- 
tion Building  and  is  open  at  all  proper  hours  to  the 
employes  and  people  of  the  neighborhood.  In  it 
meet  the  factory  clubs,  the  "  Pleasant  Sunday  After- 
noons." and  the  Agents  Training  School.  Here  are 
held  the  various  gatherings  of  employes.  It  is  seated 
with  opera  chairs  and  fitted  with  a  stage  and  scenery, 
a  stereopticon  and  other  essentials  of  a  convenient 
hall. 

The  T.  B.  Laycock  Co.  has  a  Factory  Assembly 
I\Oom,  as  have  a  number  of  other  factories,  situated 
in  the  factory  building  and  convenient  for  frequent 
use,  the  room  being  simply  one  that  could  be  taken 
and  not  one  erected  for  the  purpose. 

Factory  Club  Houses. — A  more  permanent 
method  of  furnishing  pleasure,  conveniences  and 
instruction  is  found  in  the  so-called  "  club 
houses "  of  a  number  of  prominent  manufac- 
turers. These  are  usually  social  and  educa- 
tional centers  for  the  employes  and  their  families. 
Some  are  practically   free  to  the  working  people; 


So  EMPLOYER    AND    EMPLOYES 

Others  have  a  fixed  fee  which  pays  part  of  the  ex- 
penses. One  of  the  earhest  of  these  efforts  was 
that  of  the  Warner  Brothers  at  Bridgeport,  Conn. 
On  a  corner  opposite  their  factory,  this  company 
erected,  in  1887,  a  club  house  of  the  first  rank  for 
beauty  and  convenience.  This  is  a  brick  and  stone 
building,  presenting  a  striking  architectural  effect 
and  is  open  all  through  the  day  and  evening.  The 
original  purpose  of  this  plan  was  to  provide  a  good 
opportunity  for  a  warm  lunch  for  the  employes,  as 
the  company  has  a  very  large  number  of  women 
workers.  The  building,  therefore,  contains  a  lunch 
room,  with  every  convenience,  on  the  lower  floor. 
Above,  are  parlors,  music  and  reception  rooms,  toilet 
and  bath  rooms,  reading  room  and  library,  a  concert 
hall  seating  500  people,  amusement  rooms  and  lodg- 
ing rooms.  In  connection  with  other  plans,  there 
are  a  number  of  classes  in  literature,  music,  shorthand 
and  other  subjects  of  interest  and  value  to  women. 
In  addition,  there  are  sewing  machines  for  the  use 
of  employes  doing  their  own  mending  and  sewing. 
These  plans  have  shown  the  Warner  Brothers 
to  be  employers  full  of  thoughtfulness  and  help- 
fulness. 

The  Steel  Works  Club  of  Joliet,  111.,  has  a  thor- 
ough organization,  its  object  being  the  promotion  of 
healthful  recreation  and  social  intercourse  among 
its  members,  and  offering  opportunities  for  physical, 
intellectual,  scientific  and  moral  culture.  It  is 
open  to  employes  of  the  Illinois  Steel  Company  upon 
a  mcnil)ership  fee  of  $2.00  per  year.  Its  building 
was  erected  by  the  company  in  1889  at  an  expense  of 


EMPLOYER    AND    EMPLOYES  83 

$53,000.00.  It  has  a  o^ymnasium,  baths,  swimming 
pool,  hand  ball  court,  bowling  alleys,  reception  and 
reading  rooms,  library,  amusement  rooms  and  a 
hall  seating  i,ioo  people.  It  has  also  class  rooms 
with  free  instruction  for  men,  young  women  and 
boys.  The  sons  of  members  from  nine  to  sixteen 
years  old  may  enjoy  some  of  the  privileges  of  the 
building  upon  the  payment  of  a  nominal  sum.  It 
has  a  number  of  musical  societies^  a  kindergarten, 
song  services  and  other  special  opportunities  for  vari- 
ous classes  of  employes. 

One  of  the  handsomest  and  most  practical  build- 
ings for  employes  is  the  Casino,  erected  in  1899  by 
President  Edward  Holbrook  of  the  Gorham  Mfg. 
Co.,  for  the  use  of  the  employes  of  that  company.  It 
is  situated  on  ground  adjoining  the  company's  fac- 
tories at  Elmwood,  R.  I.  The  immediate  purpose  is 
to  furnish  a  delightful  lunch  room  for  the  employes, 
but  with  this  the  Casino  furnishes  a  handsome  gather- 
ing place,  reading  room,  rest  room,  baths  and  other 
conveniences.  This  is  a  T-shaped  building  Avith  a 
frontage  of  78  feet  and  a  deptli  of  35  feet,  with  a  rear 
extension  of  48  x  35  feet.  A  broad  veranda  extends 
the  entire  length  making  a  delightful  rendezvous  in 
summer.  Then  there  is  a  large  dining  room  for  the 
men,  and  a  smaller  one  for  the  women,  in  which 
lunches  are  served  at  cost,  and  a  private  dining  room 
for  the  president  and  officers  where  guests  may  be 
entertained  at  any  time.  The  entire  arrangement 
for  lunch  is  in  charge  of  a  competent  cJicf.  On  the 
same  floor  is  a  library  and  reading  room  well 
equipped  with  comfortable  chairs  and  supplied  with 


84  EMTLOYER    AND    EMPLOYES 

books,  daily  papers,  and  periodicals.  On  the  second 
floor  are  sleeping  rooms  and  lavatories  for  the  use 
of  officers  and  visitors.  In  addition,  there  are  splen- 
didly equipped  bath  rooms.  In  the  basement  there 
is  a  cycle  room  with  a  capacity  for  400  wheels  with  a 
man  in  charge  to  take  care  of  them.  There  are  also 
large  well-fitted  bath  rooms  in  this  basement.  The 
building  is  well  finished  and  lighted  and  will  serve 
as  a  lesson  to  the  employes  in  good  taste  and  good 
building  as  well  as  a  pleasant  and  restful  place.  The 
running  expenses  are  met  by  the  company  which 
furnishes  the  corps  of  attendants.  The  privileges 
of  this  Casino  are  free  to  the  employes.  The  build- 
ing is  surrounded  by  beautifully  laid  out  grounds 
with    driveways    and   beautiful    entrance. 

The  employes  of  the  Eagle  &  Phoenix  Mills  at 
Columbus,  Ga.,  have  the  advantages  of  an  admirable 
club  house  under  the  organization  of  the  ''  Eagle  & 
Phoenix  Club.  "  The  plan  has  been  consummated 
through  the  efifort  of  President  Gunby  Gordon  of 
this  company.  The  club  house  is  a  large  handsome 
building  40  x  100  feet.  It  contains  an  auditorium 
seating  600;  a  gymnasium;  a  library  with  1,000 
books  ;  a  spacious  reception  room  and  j)arl(ir ;  reading 
rooms  ;  evening  class  rooms  ;  bath  and  locker  rooms  ; 
and  game  and  billiard  tables.  The  company  employs 
a  superintendent,  gymnasium  director,  and  porter, 
and  pays  the  general  expenses  of  the  Lyceum  course 
which  is  open  to  employes  and  their  families.  Even- 
ing classes  in  mathematics,  drawing  and  other  sub- 
jects, important  in  the  management  of  the  business, 
are  provided.    As  soon  as  it  is  possible,  it  is  the  in- 


EMPLOYER    AND    EMPLOYES  85 

tention  of  the  company  to  add  apartments  especially 
for  the  women  employes,  together  with  classes  in 
physical  culture,  domestic  economy,  and  such  educa- 
tion as  will  be  most  beneficial.  The  initiation  fee  is 
$1.00,  with  monthly  dues  of  25c.  This  money  is  used 
for  special  features  under  direction  of  the  members. 
Within  a  very  short  time  after  its  organization  the 
club  had  a  membership  of  300  with  a  daily  circula- 
tion of  from  fifty  to  seventy-five  books  from  the 
hbrary. 

The  Briar  Clift  farms,  of  nearly  8,000  acres,  near 
Scarborough  on  the  Hudson,  are  unique  in  their 
management  and  worthy  of  note,  both  in  what  is 
done  for  the  people  and  for  the  care  of  the  animals 
about  the  farm.  The  "  communal  home,  "  often 
called  the  hotel,  is  a  building  with  comfortable  and 
ample  accommodations  for  the  large  number  of  men 
employed  on  the  farms.  This  communal  home  con- 
tains 70  individual  bed  rooms,  each  built  about  a 
large  central  hall  which  is  used  for  meetings,  enter- 
tainments and  smoking  rooms.  To  the  right  of  the 
hall  is  a  large  parlor  and  reading  room  provided 
with  books,  magazines  and  papers.  To  the  left,  a 
commodious  private  dining  room  and  kitchen.  The 
building  is  well  supplied  with  all  conveniences  for 
the  men.  The  social  center  is  the  church,  around 
which  are  a  number  of  social  and  literary  organiza- 
tions. 

The  Celluloid  Company,  of  Newark,  N.  J.,  has  a 
club  building  with  the  usual  reception,  reading  and 
committee  rooms,  parlors,  billiard  and  card  rooms, 
bowling  alleys,  a  double  rifle  range  and  a  place  for 


86  EMPLOYER    AND    EMPLOYES 

cycle  storage.     This  is  entirely  for  the  employes  of 
the  company. 

^hs.  Sidney  Laughlin  and  her  son  have  recently 
given  to  the  employes  of  the  Cleveland  Axle  Com- 
pany at  Canton  Ohio,  a  club  house  for  the  sole  bene- 
fit of  the  employes  of  that  company.  The  building 
cost  about  $10,000  and  is  well  equipped  as  a  social 
center.  The  running  expenses  are  assumed  entirely 
by  the  company.  The  management  is  exclusively  in 
the  hands  of  a  House  Committee  of  five  employes 
selected  each  year.  Every  employe  has  the  privilege 
of  the  club  house  without  expense.  He  simply  signi- 
fies his  willingness  to  go  upon  the  membership  roll. 
The  building  is  used  for  entertainment  and  for  edu- 
cational purposes. 

IV.  Ill  Mental  and  Moral  Training 

Provision  for  physical  comfort  and  improved 
health  and  recreation  are  not  the  only  methods  by 
which  this  personal  thought  is  shown  to  employes. 
Interest  in  their  mental  growth  is  just  as  essential  to 
the  employer  and  as  valuable  to  the  employe.  Oppor- 
tunity carefully  protected  is  the  best  incentive  to  the 
best  education  and  highest  training.  Beginning  with 
apprentices,  some  employers  carry  this  through  their 
entire  system. 

Apprentices. — The  Enterprise  ^Manufacturing 
Company  of  Philadelphia,  has  a  very  thorough  sys- 
tem of  a])prenticeship  agreement.  Tt  requires  the 
applicant  to  be  over  sixteen  years  of  age,  to  have 
completed  the  grammar  grade  of  the  public  schools. 


EMPLOYER    AND    EMPLOYES  89 

or  its  equivalent,  with  an  average  of  not  less  than  80 
per  cent,  and  to  be  in  sound  health  and  of  good  char- 
acter. On  its  part,  the  company  agrees  to  afford 
from  "  competent  instructors,  all  the  instruction,  op- 
portunities and  assistance  needful  "  to  acquire  the 
trade  which  he  undertakes.  The  agreement  specifies 
the  hours  of  labor,  amount  of  wages,  varying  from 
$3.50  to  $7.50  per  week,  the  conditions  of  relations 
with  employers,  and  the  promise  of  the  company  to 
pay  $100  on  satisfactory  completion  of  the  appren- 
ticeship. It  is  signed  by  the  company,  the  apprentice 
and  his  parent  or  guardian. 

The  Gorham  Manufacturing  Company  of  Provi- 
dence, R.  I.,  has  a  printed  ''  Terms  of  Apprentice- 
ship "  in  which  matters  of  age,  trial  service,  period 
of  apprenticeship,  lost  time,  overtime,  payment,  pre- 
miums, conduct  and  certificate  are  all  carefully  ar- 
ranged. By  these  terms  each  candidate  serves  three 
months  on  trial.  He  then  serves  a  period  of  five  or 
more  years.  He  is  paid  at  from  $3  to  $7  per  week. 
In  addition  to  this,  an  apprentice  may  earn  premiums 
by  diligence  and  efficiency  in  work.  These  premiums 
amount  to  from  $25  to  $100  per  year.  The  appren- 
tice is  marked  upon  a  system  of  merits  and  demerits, 
based  upon  adaptability,  application,  skill  or  perfec- 
tion of  work,  rapidity  and  general  conduct.  This 
agreement  is  signed  by  the  company,  the  apprentice 
and  his  parent,  or  guardian. 

The  reason  for  this  effort  of  encouragement  of 
thorough  apprenticeship  is  stated  as  follows : 
"  There  is  not  now  the  attraction  to  young  boys 
to   learn    trades    that    there    was    twenty    or    thirty 


90  EMPLOYER    AND    EMPLOYES 

years  ago.  Especially  during  the  past  year  have 
we  felt  the  need  of  skilled  workmen  thoroughly 
instructed  in  their  particular  line  of  work.  Plenty 
of  half  educated  pretenders  were  ready  to  be  em- 
ployed, but  the  superexcellent  tradesmen  were  very 
scarce.  We  have  therefore  adopted  a  new  form  of 
apprenticeship  papers  (with  the  idea  of  making  the 
trades  attractive  to  our  bright  boys),  which  has  been 
taken  up  by  the  boys  with  great  zest.  They  are 
marked  by  percentages,  as  they  would  be  in  school, 
and  the  premiums  are  distributed  on  that  basis.  We 
are  preparing  a  beautiful  engraved  diploma,  which 
will  be  highly  prized  by  our  graduate  apprentices.  " 

The  same  idea  is  carried  into  efifect  by  the  National 
Cash  Register  Company,  a  certificate  of  a  completed 
apprenticeship  being  given  upon  the  occasion  of  the 
distribution  of  prizes. 

Suggestions  of  Employes. — To  encourage  men  to 
think  of  better  methods  and  to  improve  their  own 
work  as  well  as  their  employers',  prizes  for  sugges- 
tions are  now  ofifered  in  many  factories  of  the  coun- 
try. The  purpose  of  this  idea  is  to  lead  employes  to 
look  beyond  the  mere  details  of  the  work  upon  which 
they  may  be  engaged  and  try  to  have  a  broad  idea  of 
their  own  work  and  of  the  interests  of  their  em- 
plovcrs.  Very  frequently  in  factories,  the  superin- 
tendent and  foremen  decline  to  accept  suggestions  of 
employes,  or,  as  is  often  charged,  appropriate  any 
suggestions  to  their  own  advantage.  The  purpose 
of  the  phn  in  all  the  cases  here  mentioned  is  to  give 
the  men  themselves  an  opportimity  to  express  their 
ideas  and  to  have  them  considered  bv  those  who  will 


EMPLOYER   AND    EMPLOYES  9 1 

give  them  proper  credit.  This  plan  of  prizes  for 
complaints  and  suggestions  was  ^originaiprl  by  The 
National  Cash  Rg^teiL-Company  and  has  been  by 
it  carried  out  to  the  fullest  extent.  Its  remark- 
able success  has  commended  it  to  scores  of  employers 
both  in  this  country  and  in  Europe,  so  that  now  in  a 
large  number  of  places  cash  prizes  are  offered,  in 
smaller  or  larger  amounts,  for  the  best  ideas  sug- 
gested by  employes. 

Plan  for  Adoption. — When  it  was  determined  by  its 
originators  to  adopt  this  idea  of  suggestions,  a  meet- 
ing was  called  of  the  employes  and  the  whole  plan 
explained  fully  to  them.  This  avoided,  at  the  very 
beginning,  objections  and  difficulties  that  might  be 
aroused  in  the  minds  of  the  employes  themselves,  by 
showing  that  the  purpose  of  the  company  was  to  en- 
courage the  employe  and  to  give  him  a  fair  oppor- 
tunity rather  than  to  bring  any  special  advantage  to 
itself.  Following  this,  printed  bulletins  were  posted 
in  every  department  of  the  factory  announcing  the 
prizes,  the  amounts,  the  time  for  competition  and  the 
methods  of  examination,  these  bulletins  being  promi- 
nently placed  before  the  employes  as  a  daily  reminder 
of  their  opportunities.  The  scope  of  suggestions  in 
almost  all  cases  includes  methods  oLmnnngf^ent,  im- 
provement  in  tools,  cheapening  the  form  of  hanr|1ing_ 
"of^^wofl:.  changes  in  appearance  of  buildings  or__ 
grounds,  or  any  other  items  of  interest  or  practical 
value  for  the  business  or  for  the  comfort  or  the  heln 
of  the  employes.  In  every  case,  the  ofifer  of  prizes  for 
suggestions  is  open  to  all  employes  except  heads  of 
departments  and  their  first  assistants,  or  those  em- 


92  EMPLOYER    AND    EMPLOYES 

ployed  on  regular  salaries.  The  purpose  of  this  re- 
striction is  to  encourage  the  rank  and  file  of  employes 
to  suggest  for  themselves  without  fear  of  competition 
from  those  wdiose  positions  give  to  them  better  oppor- 
tunities. 

Different  Plans. — The  method  of  making  sugges- 
tions is  i^ractically  the  same  in  all  concerns.  In  the 
originator's  plan  and  in  most  of  the  followers,  its 
autographic  registers  are  placed  in  every  depart- 
ment, on  which  the  suggestor  writes  what  he  has  to 
say,  the  register  itself  making  a  duplicate  copy.  The 
original  is  torn  off  and  kept  by  the  writer,  while  the 
duplicate  is  locked  within  the  register.     In  some  fac- 

ftories,  a  small  box  is  used  into  which  the  employe  may 
drop  his  written  suggestion  at  any  time.  In  still 
other  cases,  a  box  is  supplied  with  a  tablet  of  paper 
hanging  by  its  side  ready  for  use.  In  some  cases 
only  one  box  is  used,  stationed  near  the  office.  In 
others,  a  box  is  placed  in  each  of  the  buildings  of  the 
factory.  Opportunity  is  always  given  to  the  person 
making  the  suggestion  to  explain  the  details  of  his 
idea  in  person,  if  desired. 

How  to  Decide. — The  suggestions  having  been 
made,  the  secretary  of  the  Factory  Committee,  or 
some  person  appointed  for  the  purpose,  gathers  these 
written  statements  and  examines  them.  In  every 
case,  the  receipt  of  the  suggestion  is  immediately  ac- 
knowjedged  and  the  thanks  of  the  company  expressed 
for  the  interest  of  the  employe.  This  acknowledg- 
ment has  been  found  to  be  an  important  matter  in 
the  plan  as  it  at  once  leads  the  employe  to  see  that  his 
thouG:htfulness  is  recoq"nized.     In  manv  cases,  these 


EMPLOYER    AND    EMPLOYES  95 

acknowledgments  have  been  kept  by  the  employe 
and  furnish  to  him  capital,  as  they  prove  his  thought- 
fulness  for  his  employer's  interests.  These  sugges- 
tions after  proper  record  and  examination  by  the 
committee  or  person  to  whom  they  are  first  pre- 
sented are  considered  by  persons  who  are  especially 
qualified  to  determine,  who  examine  them  carefully 
and  decide  upon  their  practicability  and  their  value. 

Amount  of  Prizes. — The  length  of  time  for  which 
the  competition  extends  and  the  amount  of  resulting 
prizes  vary  in  different  places.  The  National  Cash 
Register's  plan  is  to  oft'er  fifty  diplomas  and  prizes 
amounting  in  the  aggregate  to  $690,  (  $50,  $40,  $30, 
$25,  $20;  fifteen  of  $15;  thirty  of  $10,)  each  six 
months,  dividing  the  calendar  year  into  two  equal 
parts.  This  is  also  the  plan  of  the  Cleveland  Hard- 
ware Company,  which  offers  $100,  divided  into  six 
parts  of  from  $5  to  $50,  and  the  Enterprise 
Manufacturing  Com.pany  which  offers  fifteen 
prizes  amounting  to  $250,  from  $5  to  $50. 
The  Eastman  Kodak  Company  off'ers  sixteen 
prizes  amounting  to  $150,  ($40,  $25,  $15,  $10, 
and  twelve  of  $5  each)  quarterly,  reserving  the 
right  to  withhold  the  first  prize  if,  in  any  quarter, 
the  first  suggestion  does  not  seem  of  sufficient  value 
to  merit  the  prize.  This  prize  is  afterward  given 
for  any  suggestion  of  special  merit  in  addition  to  the 
regular  prize.  At  the  end  of  the  year,  a  special  prize 
of  $100  is  given  for  the  best  suggestion  made  by  an 
employe  during  the  }'ear. 

The  Chandler-Taylor  Co.,  Indianapolis,  offers 
prizes  for  four  classes  of  suggestions.     First:  For 


96  EMPLOYER    AND    EMPLOYES 

changes  to  improve  the  product.  Second :  For 
changes  in  machinery  to  secure  better  results; 
Third :  For  general  suggestions  ;  Fourth  :  For 
improving  the  office  work.  It  offers  three  prizes 
of  $15,  $10  and  $5  for  the  first  three  classes,  and  a 
$10  prize  for  the  fourth  class. 

The  Russell  &  Erwin  Manufacturing  Company, 
New  Britain,  Conn.,  announcing  its  plan,  said :  "  We 
intend  that  every  man  in  the  company's  employ  shall 
have  a  full  opportunity  to  prove  his  value.  "  The 
company  offers  prizes  for  general  suggestions  as  well 
as  special. 

Among  other  companies  which  have  adopted  this 
idea  and  have  carried  out  plans  very  similar  to  those 
already  suggested,  are  the  Acme  White  Lead  Works, 
Detroit ;  the  A.  B.  Chase  Company.  Norwalk,  Ohio ; 
the  T.  B.  Laycock  Company,  Indianapolis ;  the  Pur- 
ina Mills,  St.  Louis ;  G.  &  J.  Weir  of  London  and 
Glasgow ;  C.  F.  Bally  &  Sons,  Schoenwerd,  Switzer- 
land ;  Lever  Brothers,  of  Port  Sunlight,  England ; 
the  Farrand  &  A^otey  Organ  Company,  Detroit ;  the 
Parry  Manufacturing  Company,  Indianapolis ;  the 
Remington-Sholes  Company.  Chicago  and  the 
L^nited  States  Printing  Company,  Cincinnati. 

Prize  Distribution. — The  occasion  of  the  distribu- 
tion of  these  prizes  is  made  one  of  pleasure  and  in- 
terest to  the  entire  company.  The  idea  is  not  so  much 
the  simple  giving  of  a  small  amount  in  prizes,  as  of 
using  the  opportunity  for  encouraging  good  will  and 
pleasure  among  the  people.  The  program  for  such 
occasions  may  include  music,  addresses,  entertain- 
ment by  any  clubs  or  organizations  connected  with 


EMPLOYER    AND    EMPLOYES  97 

the  factory,  stereopticon  exhibition,  or  other  fea- 
tures that  will  be  of  pleasure  and  profit.  An  after- 
noon in  summer  or  an  evening  in  winter  may  be 
used  easily.  In  some  cases  a  company  picnic  is 
planned,  and  an  entire  day  filled  with  entertain- 
ment. In  other  cases  very  delightful  social  even- 
ings have  been  arranged  for  such  events.  Special 
badges  issued  for  the  prize  winners  add  to  the 
dignity  and  honor  of  the  diploma  and  prize.  Some 
companies  find  it  profitable  to  expend  as  much  in  the 
entertainment  of  such  occasions  as  is  done  for  the 
prizes.  A  typical  afternoon  and  evening's  enter- 
tainment was  the  following : 

SYNOPSIS  OF  THE  DAY'S  ENTERTAINMENT 

2  :oo — 2  :30.  oMusic — N.  C.  R.  Band Ainpliithcatre 

Games,  Daylight  Fireworks The  Grove 

2:30 — 4:30.    Presentation  of   Prizes   and   Exhibition   of 

Advance  Department AuiphitJieafre 

4:30 — 5:30.  Music — Weber's  Alilitary  and  N.  C.  R.  Bands. 

Dancing The  Grove 

Tug  of  War,  Polishers  and  Foundrymen 

The  Grove 

Domestic  Economy    Exhibit 

Do}iiestic  Econouiy  Tent 

5  ^30 — 7  :oo.  Supper Booths  in   the  Grove 

6:00 — 7:30.  Grand  Concert — Weber's  ^Military  Band 

Amphitheatre 

7:30 — 9:00.  Addresses    by    Officers    of    the    Company, 

Agents     and    Guests,     and     Stereopticon 

Entertainment    Amphitheatre 

9  :oo — 10  :oo.  Grand  Fireworks  Display. 

10 :  00 — II  :oo.  Dancing    Ampliitheatre 


98  EMPLOYER    AND    EMPLOYES 

The  result  of  this  plan  has  been  remarkably  suc- 
cessful in  every  case.  Employers  are  expressing 
their  opinions  as  being  thoroughly  satisfied  with  the 
undertaking. 

Education. — Realizing  the  value  of  special  educa- 
tion, many  of  the  leading  employers  have  been  active 
in  encouraging  practical  training  both  in  their  own 
w^orks  and  in  the  educational  institutions  of  the  com- 
munitv.  Some  of  them  in  connection  with  their  club 
houses,  as  already  indicated,  have  regular  night 
classes,  usually  adapting  these  classes  to  their  par- 
ticular business  or  to  the  needs  of  their  own  employes. 

Factory  Classes. — One  of  the  most  thoroughly  de- 
veloped instances  of  special  education  is  mi  Philadel- 
phia. ]\Ir.  John  B.  Stetson,  the  manufacturer,  real- 
ized that  there  were  two  different  difficulties  to  be 
overcome  before  the  best  hats  could  be  made.  These 
were,  first,  to  secure  the  finest  class  of  material  pro- 
duced, and  the  other  to  obtain  a  much  higher  order  of 
workmanship  than  it  was  at  that  time  possible  to  se- 
cure. He  therefore,  and  for  the  same  reason,  set  out 
upon  a  plan  of  education  similar  to  that  of  the  Na- 
tional Cash  Register  Company.  For  this  purpose 
evening  classes,  lecture  courses  and  a  lil)rar}-  were 
established  giving  to  every  mechanic  an  opportunity 
for  improving  his  ability.  A  well-equipped  gymna- 
sium was  erected  for  physical  education. 

Domestic  Economy. — The  young  women  of  the 
company  last  mentioned  have  instruction  in  sewing, 
dressmaking,  millinery,  cooking  and  housekeeping 
under  a  competent  teacher  who  is  a  graduate  of  a 
large  technical  institute.     These  classes  are  open  to 


FACTORY    EDUCATION 


'-'U'   *« 


CLASS    IN    THE    CHEMISTRY    OF    PAINTS     (d) 


DEPARTMENT     RECORD     (d) 


EMTLOYER    AND    EMPLOYES  lOI 

all  upon  the  payment  of  the  small  fee  of  50c.  a  year 
to  cover  the  cost  of  materials.  The  work  is  graded 
and  gives  to  the  members  of  the  classes  a  course  very 
similar  to  that  pursued  in  the  best  industrial  schools. 
The  hours  of  instruction  arc  once  a  week  following 
immediately  after  the  close  of  working  hours.  Usu- 
ally a  light  lunch  is  taken,  the  lesson  beginning  at 
5  130  and  lasting  until  7  130.  This  method  has  been 
found  to  be  very  practical  and  very  successful. 
The  same  privileges  are  open  to  the  girls  of  the 
neighborhood  on  other  nights,  the  advantages  of 
training  in  domestic  economy  thus  reaching  the 
homes  of  the  neighborhood.  Rowntree  &  Co.,  of 
York,  England,  offer  lessons  in  dressmaking  to  all 
the  young  women  in  their  factory,  charging  4c.  for 
each   lesson. 

In  a  number  of  the  great  retail  and  wholesale 
houses  of  the  country,  there  are  schools  for  clerks 
similar  to  that  of  Daniels  &  Fisher,  Denver.  All 
employes  of  this  house  under  eighteen  are  included, 
being  divided  into  six  divisions,  with  four  classes 
reciting  forty  minutes  each  session.  The  hours  are 
8:30  to  Ti  130  each  day  except  Monday.  The  course 
of  studv  includes  the  usual  common  school  branches 
and  a  study  of  current  events  from  the  daily  papers, 
regular  text-books  being  provided.  A  well-equip- 
ped school  room  is  set  apart  for  the  school,  and  the 
result  of  the  effort  fully  justifies  the  expense.  John 
Wanamaker,  Philadelphia,  in  connection  with  nu- 
merous other  special  features,  lunches,  etc.,  for  his 
employes,  has  schools  for  training  and  culture, 
meetine  at  rec^ular  hours. 


I02  EMPLOYER    AND    EMPLOYES 

Aiding  Other  Organizations. — It  is  well  known 
that  the  leading  manufacturers  in  the  country  are 
constant  supporters  of  the  public  schools,  technical 
schools,  colleges  and  educational  departments  of  the 
Young  Men's  Christian  Associations  and  the  Young 
Women's  Christian  Associations.  The  existence  in 
a  large  number  of  the  leading  cities  of  the  country 
and  in  many  railroad  centers,  of  the  building 
and  rooms  of  the  Young  Men's  Christian  Associa- 
tion and  the  Young  Women's  Christian  Association, 
has  enabled  many  emplo}'ers  to  influence  large  num- 
bers of  their  employes  to  take  up  regular  work  at 
night.  The  high  class  of  work  accomplished  by  these 
special  schools  is  commending  them  to  employers 
and  manufacturers  generally.  The  correspondence 
schools  also  have  been  found  to  be  valuable  assistants 
in  many  cases.  The  testimony  of  many  employers 
is  that  it  is  wiser  for  them  to  encourage  attendance 
upon  these  regularly  organized  schools  than  to  form 
classes  in  their  own  factories.  There  are  few  com- 
panies in  which  the  employes  are  so  closely  grouped 
as  to  enable  the  factory  people  to  control  entirely 
the  plans   of  any  system   of  education. 

The  Stereopticon. — One  of  the  unique  things  in 
the  National  Cash  Register  Company,  and  one  of 
the  most  valuable  means  of  instruction,  is  its  collec- 
tion of  7,000  lantern  slides  and  its  stereopticon  for 
the  entertainment  and  instruction  of  employes  and 
the  comnnniity,  thus  affording  opportunity  for  prac- 
tical talks  on  travel,  health,  science  and  mechanics, 
often  surpassing  those  f(^r  which  good  fees  must  be 
paid  in  public  entertainments.  In  its  training  of  men 


EMPLOYER    AND    EMPLOYES  103 

by  the  company,  these  sHdes.  especially  those  per- 
taining to  mechanics,  were  found  to  be  exceedingly 
valuable.  Many  of  them  were  crude  in  form  and 
made  hurriedly  to  illustrate  talks  on  the  lathe,  on 
right  methods  of  measurement,  on  special  machinery, 
etc.,  but  they  served  their  purpose  and  showed  how 
valuable  even  in  a  factory  is  this  method  of  instruc- 
tion. This  appeal  to  the  eye  as  well  as  to  the  ear  en- 
forces every  form  of  instruction. 

Special  Classes. — Special  classes  for  instruction 
in  specific  subjects  related  immediately  to  the  busi- 
ness have  been  formed  in  many  places  and  conducted 
long  enough  to  give  training  to  all  who  need  it.  The 
Acme  White  Lead  Works  has  a  class  in  the  chemistry 
of  paints ;  the  Cleveland  Window  Glass  Company  a 
laboratory  for  experimenting  and  testing,  as  well  as 
instruction  with  regular  weekly  lessons  attended 
by  most  of  the  employes ;  the  Bell  Watch  Case  Com- 
pany, Alansfield,  O.,  through  ;hc  Y.  \1.  C.  A.,  a  class 
in  watch  case  engraving. 

Meetings  of  Employes. — Continuing  this  purpose 
of  encouragement  of  mental  training,  in  a  number  of 
organizations  there  are  regular  meetings  of  employes, 
often  on  the  company's  time,  for  the  discussion  of 
factory  or  factory  problems.  The  "  Advance  Club  " 
of  the  National  Cash  Register  Company  is  composed 
of  heads  of  departments,  their  assistants  and  their 
clerks,  with  men  and  women  selected  from  the  rank 
and  file  for  each  occasion.  It  meets  on  the  company's 
time,  in  the  company's  hall,  upon  call  of  the  presi- 
dent or  other  officer,  for  the  discussion  of  special 
problems  of  manufacture  or  business.     In  it  every 


I04  EMPLOYER    AND    EMPLOYES 

man  may  express  his  opinion  witiiout  fear,  thus  of- 
ten giving  vakiable  suggestions  about  important  mat- 
ters. The  appointment  of  committees  for  specific  ob- 
jects enhsts  many  men.  and  1)y  thus  affording  know- 
ledge of  the  Inisiness  and  its  needs  and  by  giving  an 
opportunity  for  suggestions  and  criticisms,  employes 
are  trained  to  think  and  plan  for  themselves. 

The  "  Committee  Idea  ". — The  '*  committee  idea  " 
of  organization  has  in  it  many  excellent  features.  In 
its  application,  it  is  as  varied  as  the  concerns  adopting 
it,  each  changing  it  to  meet  its  own  conditions.  In 
the  main  the  plan  includes  the  assignment  of  specific 
duties  to  small  groups  of  men  who  consult  and  carry 
out  details,  reporting  to  the  president,  manager  or 
other  specified  ofificer.  Some  of  these  committees 
are  permanent,  others  special  for  temporary  purposes. 
The  idea  has  been  fully  developed  by  the  National 
Cash  Register  Company  which  has  carried  it  into  ef- 
fect in  all  departments  of  its  business  to  the  extent 
of  substituting  a  "  Factory  Committee  "  for  super- 
intendent in  the  supervision  of  the  factory.  One  of 
the  best  adaptations  is  that  of  the  Acme  White  Lead 
Works,  where  a  ser^'es  of  committees  has  been 
formed,  composed  of  those  familiar  with  various  de- 
partments, for  direction  of  details  in  office  and  fac- 
torv.  Here  an  "  Executive  Committee  "  composed 
nf  five  officers  of  the  company,  has  power  to  pass 
u])on  any  decisions  of  the  subordinate  committees. 

Conventions — An  idea  originating  years  ago  with 
the  Messrs.  Patterson,  but  now  adopted  by  many 
others,  though  Iw  none  used  so  extensively  as  by  its 
originators,  is  the  convention  of  agents  (v-  salesmen, 


A    "  TRAVELING    LIBRARY  "    IX    THE    FACTORY    AT    NOON     (b) 


men's    READIXo    and    KLiT    ROOM     (f) 


\ 


EMPLOYER    AND    EMPLOYES  107 

officers  and  factory  operatives  for  the  discussion  of 
business  problems.  All  the  agents,  frequently  from 
the  entire  world,  are  called  in  for  from  three  days  to 
a  week  and  the  time  is  given  to  a  thorough  discussion 
of  the  many  problems  which  arise  in  any  large  busi- 
ness. This  idea  has  been  found  to  be  practical  also 
even  in  small  concerns,  and  has  brought  many  good 
results. 

Library  and  Reading  Room. — The  library  and 
reading  rooms  are  among  the  forms  of  assistance 
which  are  found  to  be  most  helpful.  Many  com- 
panies confine  their  books  and  periodicals  to  technical 
publications,  while  others  supply  general  and  miscel- 
laneous reading.  In  some  cities  the  public  libraries 
arrange  to  establish  at  the  factories  branches  for  the 
circulation  of  a  selection  of  books  which  may  be 
changed  at  regular  intervals  of  a  month  or  more.  It 
has  been  found  by  experience  that  it  is  best  to  adopt 
this  latter  form  as  many  employes  will  gradually  take 
up  the  higher  class  of  books  as  a  result  of  the  read- 
ing habits  formed  from  their  miscellaneous  reading. 
The  experience  of  the  Cleveland  Hardware  Company 
has  been  especially  gratifying  in  this  respect.  The 
problem  which  usually  comes  to  employers  in  this 
connection  is  tc  know  what  magazines  would  be  the 
most  popular  and  most  practical.  Experience  in  a 
number  of  factories  suggests  the  following  as  good 
and  the  most  popular :  Review  of  Reviews,  Amer- 
ican Machinist,  Gunton's  Magazine,  Cosmopolitan, 
McClure's,  Century,  Harper's  Magazine,  Great 
Round  World,  Harper's  Weekly,  Ladies'  Home 
Journal,  Cassiers,  Scribner's,  Success,  Life,  Outlook, 


Io8  EMPLOYER    AND    EMPLOYES 

Engineering  Magazine,  Public  Opinion,  St.  Nicholas, 
Scientific  American  and  Youth's  Companion.  In  ad- 
dition to  these  are  the  usual  technical  or  trade  jour- 
nals most  directly  connected  with  the  business  itself. 

A  '*  Traveling  Library  ".—The  National  Cash  Reg- 
ister Company,  in  connection  with  its  library  and 
reading  room,  has  a  plan  by  which  each  day  at  noon 
a  collection  of  books  is  taken  into  some  of  the  de- 
partments of  the  factory  where  they  may  be  exam- 
ined by  those  who  belong  to  that  department  or  to  de- 
partments in  that  section  of  the  building.  This  has 
been  particularly  useful  in  encouraging  an  increased 
use  of  the  library  and  has  resulted  in  an  enlargement 
of  the  number  of  regular  readers. 

Personal  Effort. — Not  the  least  of  the  unique  fea- 
tures of  the  "  Roycroft  Shop,"  East  Aurora,  is  its 
effort  to  cultivate  the  special  ability  of  dift'erent  em- 
ployes. The  buildings  arc  beautiful — with  attract- 
ive surroundings,  the  work  rooms  are  clean  and 
cheerful,  and  all  is  done  to  encourage  the  best 
thought.  But  beyond  this  each  employe  is  encour- 
aged to  draw,  illumine  texts,  carve,  design  or 
decorate  as  he  or  she  may  show  ability.  Instruc- 
tion is  given  and  fullest  personal  freedom  is  allowed 
in  the  work.  The  result  is  a  community  of  enthu- 
siasts. No  effort  is  made  at  speedy  enlargement  or 
undertaking  many  things,  but  one  thing  at  a  time 
is  done. 

Factory  Periodicals. — One  of  the  most  popular 
features  of  manv  concerns  is  the  factory  periodical. 
The  purpose  of  this  is  usually  the  cultivation  of  a 
warmer  feeling  among  the  emj^loyes  or  the  giving  of 


EMPLOYER    AND    EMPLOYES  I09 

definite  instruction  to  employes  and  agents  regarding 
details  of  manufacture  and  sale.  This  periodical 
varies  in  character  with  the  concern  which  publishes 
it.  In  some  cases,  it  is  simply  a  four-page  leaflet ;  in 
others,  a  handsome  magazine,  beautifully  illustrated. 
Among  these  periodicals  are  the  "  N.  C.  R."  of  the 
National  Cash  Register  Company,  a  semi-monthly 
magazine  very  beau':ifully  made ;  the  *'  Guidon  "  of 
The  Lowe  Brothers  Company ;  the  "  Chameleon  "  of 
the  Sherwin-Williams  Co.,  "  Thoughts,"  of  the 
Acme  White  Lead  Co.  of  Detroit ;  "  Progress,"  of 
the  Lever  Brothers ;  "  Factory  News,"  of  the  T.  B. 
Laycock  Company ;  "  The  Suggestions  Bulletin,"  of 
the  Eastman  Kodak  Company ;  "  Pickles,"  of  the  H. 
J.  Heinz  Company ;  "  The  Tiger."  of  the  Stoddard 
Manufacturing  Company ;  all  of  which  are  hand- 
some specimens  of  modern  printers'  art.  If  we  may 
judge  by  the  care  shown  in  the  editing  of  these  peri- 
odicals, we  must  conclude  that  the  companies  repre- 
sented believe  them  to  be  valuable  adjuncts  to  their 
business.  Some  are  devoted  to  local  and  factory 
matters,  others  to  methods  of  selling  or  making ; 
some  are  monthly  and  some  semi-monthly ;  most  of 
them  are  illustrated  with  views  of  special  features  of 
factory  life ;  all  are  especially  for  distribution  among 
employes,  agents  and  friends  of  the  company. 

Recreation. — Rational  recreation  has  come  to  be 
recognized  as  one  of  the  means  of  encouraging  the 
best  efifort  among  employes,  and  opportunity  is  sup- 
plied by  many  in  the  "  club  houses  "  already  referred 
to,  in  the  parks  or  grounds  which  surround  some 
factories,   and   in  gymnasiums,   play  grounds,   etc. 


no  EMPLOYER    AND    EMPLOYES 

The  employe's  association  of  Siegel-Cooper  Compa- 
ny, New  York,  in  addition  to  the  usual  benefits  pro- 
vides a  week's  outinp;-  for  its  mem1)ers.  At  Ferris 
Brothers'  factory  is  a  large  room  with  a  piano  for 
dancing  and  singing  at  the  noon  hour,  and  with  appa- 
ratus for  regular  exercise.  The  National  Elgin 
"Watch  Company  provides  a  gymnasium  with  oppor- 
tunity for  exercise  open  to  every  employe.  The  Na- 
tional Cash  Register  Company's  employes  have  fre- 
quent social  receptions,  with  music  and  dancing  A 
large  lot  furnishes  space  for  tennis,  quoits,  etc. — 
which  are  very  popular.  The  Pope  Manufacturing 
Company  allows  the  use  of  one  of  its  large  rooms 
for  social  occasions.  The  village  largely  controlled 
by  the  factory  in  their  midst,  nearly  always  have 
groves  or  parks  for  recreation. 

V.     Special  Attentions  for  Women 

The  question  of  the  employment  of  women  is  a 
very  important  one  in  this  country.  The  rapid  in- 
crease in  the  number  of  women  at  work  in  the  facto- 
ries of  our  land  makes  it  one  of  the  most  significant 
subjects.  That  this  class  of  labor  is  necessary  no  one 
denies.  How  to  do  for  the  women  so  that  their  wo- 
manhood may  be  cultivated  while  securing  the  best 
results  from  their  work,  is  the  practical  problem.  A 
prominent  and  thoughtful  employer  of  women  in.  a 
large  mill  recently  said  that  he  was  certain  that  work- 
ing in  one  of  these  mills  for  five  or  six  years  practi- 
cally destroyed  the  womanhood  of  every  empk^ye. 
This  ought  not  to  be,  and  such  a  condition  certainly 
requires  very  thoughtful  and  careful  consideration. 


SERVING    TEA    DURING    WORK    HOURS     (t) 


EMPLOYER    AND    EMPLOYES  II3 

Women  are  especially  sensitive  to  their  surround- 
ings and  to  their  opportunities  and  they  will  soon 
respond  to  everything  done  for  them  with  a  loyalty 
and  enthusiasm  that  is  not  known  where  men  alone 
are  employed. 

Shorter  Hours. — Among  the  most  desirable  things 
is  the  matter  of  shorter  hours  for  women.  The  ex- 
perience of  a  number  of  leading  manufacturers  has 
indicated  that  equal  results  may  be  obtained  in  many 
forms  of  manufacture  in  the  shorter  hours.  Fels  & 
Company  of  Philadelphia,  gradually  reduced  the 
time  of  their  women  from  ten  to  eight  hours,  girls 
working  five  days  in  the  week.  At  the  same  time,  the 
wages  have  been  practically  increased.  The  Lever 
Brothers'  Company  has  had  a  similar  experience. 
The  National  Cash  Register  Company  in  the  same 
manner  reduced  its  hours  for  women  from  ten  to 
eight,  bringing  them  to  their  work  at  8  :oo  a.  m.  and 
leaving  at  5  :20,  ten  minutes  before  the  men,  with  an 
hour  at  noon.  This  arrangement  of  having  the 
women  leave  work  before  the  men  has  had  a  re- 
markable influence,  wherever  adopted,  in  the  gen- 
eral attitude  of  the  men  and  women  throughout  the 
factory.  In  this  and  in  other  cases,  the  women  also 
have  Saturday  half  holidays.  Many  companies  pro- 
vide a  week's  vacation,  with  pay,  each  year  for  the 
young  women. 

Recesses. — Another  feature  which  has  also  been 
found  possible  in  many  factories  where  women  are 
employed  and  very  successful  where  tried,  is  the  ten 
minutes  recess  at  the  middle  of  the  mornings  and  af- 
ternoons.    Often,  five  minutes  of  this  are  eiven  to 


114  EMPLOYER    AND    EMPLOYES 

calisthenics  and  the  remainder  to  exercise  and  con- 
versation. This  is  especially  important  and  valua- 
ble where  the  women  are  engaged  upon  work  requir- 
ing close  attention  to  detail.  The  rest  allowed  gives 
relief  from  the  strain  made  necessary  by  the  work. 
The  New  York  Telephone  Company  grants  twenty 
minutes  recess  twice  a  day,  and  the  night  operators 
are  allowed  three  hours  rest  each  night.  Its  opera- 
tors are  also  allowed  time  occasionally  for  shopping 
with  no  deduction  from  wages. 

Toilet  Rooms. — Neat,  clean,  home-like  toilet 
rooms  supplied  with  the  articles  that  a  woman  desires, 
will  have  much  to  do  with  her  development  and  her 
character.  The  mirror,  the  dressing  table,  the  wash 
bowl  and  clean  towels,  with  good  light  and  plenty  of 
air,  have  more  to  do  with  good  work  than  is  often 
supposed  by  employers.  Convenience  of  location  is 
just  as  important  and  special  thought  given  to  this 
is  not  lost.  Such  is  the  experience  of  every  employer 
who  has  done  this.  Authority  ought  to  be  given  to 
municipal  governments  to  compel  proper  attention 
to  these  matters  in  every   factory  district. 

Aprons. — The  appearance  of  women  at  their  work 
has  much  to  do  with  the  character  of  the  employes. 
With  this  in  view,  a  number  of  companies  have  given 
especial  attention  to  the  matter  of  supplying  either 
uniforms  or  aprons  for  the  women  during  work.  The 
National  Cash  Register  Company  furnishes  and 
launders  the  white  aprons  and  sleeves  which  are  worn 
bv  all  women  during  the  working  hours.  Ileinz  & 
Company  furnishes  aprons  and  caps  for  all  the  wo- 
men of  its  factory,  and  F.  A.  Brownell,  of  Rochester, 


EMPLOYER   AND    EMPLOYES  II5 

also  furnishes  neat  aprons  and  sleeves  for  the  wo- 
men in  his  kodak  works.  In  Europe,  many  of  the 
large  concerns  like  Lever  Brothers,  Cadbury,  Rown- 
tree  and  others,  furnish  a  complete  suit  for  the  use  of 
the  women  during  working  hours.  In  some  of  these 
cases,  lockers  are  also  provided  where  it  is  necessary 
for  the  women  to  change  their  clothing. 

Rest  Rooms. — Reading  rooms,  rest  rooms,  pianos, 
baths,  social  rooms,  lunch  rooms,  clubs,  enter- 
tainments and  play  grounds  and  other  features 
mentioned  elsewhere  all  have  been  tried  and  found 
valuable  by  those  who  have  made  the  experi- 
ment. The  Cleveland  Window  Glass  Company,  the 
Cleveland  Hardware  Company,  the  National  Cash 
Register  Company,  Heinz  &  Company  and  others 
have  found  that  everything  of  this  kind  done  for  the 
women  brings  abundant  return.  The  Chicago  Tele- 
phone Company  employing  about  500  young  women, 
has  made  special  provision.  It  provides  a  parlor,  a 
reading  room,  lunch  room,  toilet  rooms,  a  matron 
to  keep  oversight  of  the  physical  condition  of  the 
operators,  and  a  relief  system  providing  against  un- 
due strain.  The  New  York  Telephone  Company  pro- 
vides wire  lockers  for  hats  and  wraps,  the  keys  being 
in  charge  of  a  matron. 

The  results  of  efiforts  of  this. kind  are  not  onlv  to 
improve  the  character  of  those  employed,  but,  at  the 
same  time,  to  enable  the  company  to  obtain  a  much 
higher  class  of  women  than  would  otherwise  be  pos- 
sible. 


Il6  EMPLOYER    AND    EMPLOYES 

VI.      PoisioJis,    Savings,    Purchases    and    Special 
Features 

The  subject  of  pensions  for  old  employes  or  men 
who  have  filled  positions  for  a  long  period  of  years, 
is  one  which  has  not  received  very  much  attention  in 
this  country.  European  manufacturers  have  for  a 
long  time  had  plans  of  this  kind  in  actual  practice. 
The  increasing  interest  in  the  question  in  our  own 
land  indicates  a  tendency  to  a  much  more  careful  at- 
tention to  the  subject  in  the  future. 

Hazell,  Watson  &  Viney,  Limited,  the  well  known 
English  publishers,  have  plans  for  savings  and  pro- 
vision for  old  age.  There  are  three  savings  banks 
with  an  employe  of  the  company  as  the  secretary  of 
each  bank,  receiving  and  paying  out  once  each  week 
while  wages  are  paid.  In  January,  1899,  this  com- 
pany had  455  depositors  with  credits  amounting  to 
i8,5i2.  Referring  to  old  age  pensions,  the  com- 
pany has  encouraged  the  saving  of  two  shillings  a 
week,  calling  attention  to  the  fact  that  this  amount 
deposited  regularly  from  18  to  60  at  4  per  cent  com- 
pound interest  would  amount  to  about  ^550  and 
would  purchase  a  life  annuity  aftqj  that  age. 

Thrift  Fund.-^The'T)aily  Graphic  of  London  has  a 
thrift  fund,  contribution  to  which  has  been  obliga- 
tory to  all  employes  since  1892.  The  amounts  to  be 
contributed  are  from  2J  to  5  per  cent  of  the  wages. 
The  principal  remains  in  the  hands  of  the  company 
until  the  death  of  the  employe  wliile  in  their  employ, 
or  until  he  is  incapacitated  for  work,  or  until  he  is  55 
years  of  age  or  more,  after  contributing  at  least  ten 


EMPLOYER    AND    EMPLOYES  II9 

years.  The  company  then  adds  50  per  cent  of  the 
amount  subscribed  and  the  contributor  or  his  repre- 
sentative receives  3  per  cent  compound  interest  on  the 
entire  amount.  The  directors  of  the  company  reserve 
the  right  to  modify  or  aboHsh  this  system  at  any 
time. 

Sick  Funds. — Mr.  J.  C.  Markan  has  combined 
at  Agneta  Park  in  Holland,  many  of  the  features  of 
profit  sharing  and  assistance  to  employes  noted  in 
this  book.  In  case  of  illness,  full  wages  are  paid  up 
to  eight  weeks.  In  severe  cases,  a  "  United  Commit- 
tee "  takes  charge  which  gives  assistance  from  funds 
supplied  by  the  factory.  Full  wages  are  paid  until  re- 
covery to  any  injured  by  accident.  In  case  of  com- 
plete disability  or  death,  two  years'  wages  are  paid. 
An  old  age  pension  system  provides  for  care  after 
sixty  years  of  age.  The  company  annually  deposits 
with  an  insurance  company  a  sum  equal  to  9  per  cent 
of  the  workmen's  wages.  If  the  workman  dies  be- 
fore reaching  sixty,  his  widow  and  children  are  en- 
titled to  9  per  cent  of  the  entire  amount  of  wages 
earned  during  his  term  of  service. 

The  European  Plan. — In  general,  the  European 
plan  is  to  retain  from  the  employes'  wages  at  each 
pav  day,  from  2  per  cent  to  3  per  cent,  as  the  basis 
of  funds  for  pensions,  aid  in  sickness  or  accident 
insurance.  The  company  usually  adds  from  i  per 
cent  to  3  per  cent  for  its  share  in  the  amount.  The 
book  keeping  and  virtual  management  are  in  the 
hands  of  the  company  and  its  officers.  Independent 
control  such  as  is  familiar  in  many  American  con- 
cerns is  little  known  in  Europe.    In  some  cases  inter- 


I20  EMPLOYER    AND    EMPLOYES 

est  is  allowed  on  the  payments  made,  but  generally 
this  is  not  done  except  where  the  savings  bank  is  a 
feature.  In  this  country,  savings  banks  are  so  com- 
mon in  our  own  cities  that  private  corporations  have 
not  very  generally  adopted  the  idea  except  in  villages 
or  towns  largely  controlled  by  the  factory.  An 
age  limit  for  pensions  is  fixed,  though  this  may  be 
changed  according  to  the  health  of  the  employe  or 
other  special  conditions.  As  the  habit  of  working  in 
one  place  for  many  years  is  much  more  frequent  in 
Europe  than  here,  pension  plans  are  comparatively 
successful. 

An  American  Plan. — The  most  extended  efforts 
at  provision  in  this  country  for  injury  or  old  age  are 
those  of  the  great  railroad  companies.  The  Pennsyl- 
vania Railroad  Voluntary  Relief  Department  was 
organized  in  1886.  It  has  a  superintendent  and  ad- 
visory committee  of  thirteen.  The  general  manager 
of  the  road  is  chairman  and  the  board  of  directors 
chooses  six  members  annually  and  the  contributing 
members  six.  "  The  operations  are  divided  into  peri- 
ods of  three  years.  If  the  contributions  of  members 
are  not  sufficient  to  pay  the  benefits,  the  company 
pays  them  as  they  become  due,  and  if  at  the  end  of 
any  period  of  three  years  a  deficiency  exists,  the  com- 
pany having  paid  it  as  it  accrued,  charges  the  amount 
to  itself,  thereby  giving  the  amount  of  the  deficiency 
to  the  Relief  Fund,  which  starts  off  afresh."  ^Icm- 
bership  in  this  department  is  voluntary  and  continues 
only  during  connection  with  the  company.  Members 
are  divided  into  five  classes  according  to  pay.     The 


EMPLOYER   AND    EMPLOYES  121 

company  also  has  extended  its  benefits  to  employes 
who  have  served  long  terms  in  any  of  the  depart- 
ments of  the  business.  The  company  pays  the  oper- 
ating expenses  of  the  entire  department  and  contri- 
butes to  the  support  of  those  members  of  the  Relief 
Fund  who  have  drawn  their  fifty-two  weeks  benefit 
and  are  still  in  need. 

On  the  first  of  January,  1900,  this  company  put 
into  effect  a  plan  for  pensions  among  its  employes. 
The  system  is  the  outgrowth  of  the  Voluntary  Relief 
Association.  This  system  provides  that  a  man  who 
has  had  thirty  years  of  service  with  the  company  shall 
be  retired  on  a  pension  of  about  50  per  cent  of  the 
wages  which  he  earned  at  the  time  of  his  retirement. 
Employes  who  reach  the  age  of  70,  even  though  they 
liave  not  served  that  length  of  time,  will  be  entitled  to 
the  benefits  of  the  fund.  It  is  estimated  that  it  will 
require  a  payment  of  about  $300,000  a  year  to  make 
this  fund  effective. 

The  ''Railway  Age"  referring  to  this  plan  says: 
*'  Before  establishing  the  pension  system  on  the 
present  basis  the  Pennsylvania  officials  made  a  care- 
ful study  of  similar  arrangements  in  Europe,  but 
found  nothing  exactly  adapted  to  American  require- 
ments. Practically,  therefore,  the  company's  pension 
department  is  its  own  creation,  both  in  principle  and 
in  detail.  At  least  one  other  American  corporation 
lias  in  effect  what  perhaps  may  be  called  a  pension 
scheme,  but  the  benefits  in  every  instance  except  the 
Pennsylvania's  are  derived  from  payments  that  have 
been  made  by  the  employes  themselves  into  the  funds 


122  EMPLOYER    AND    EMTLOYES 

of  relief  associations.  The  Pennsylvania's  pension 
payments,  on  the  other  hand,  are  outright  g-ratuities 
from  the  company's  treasury. 

"  To  this  however,  it  should  he  added  that,  in  ad- 
dition to  the  pension  allowance,  the  employes  re- 
lieved fromx  the  service  on  account  of  age  limit  who 
are  memhers  of  the  relief  fund  association  will  also 
receive  from  the  income  of  the  surplus  fund  accumu- 
lated during  the  past  fourteen  years  an  additional  al- 
lowance each  month,  according  to  the  class  to  which 
they  have  contributed  during  the  period  in  which  they 
have  been  members.  This  would  amount,  in  the  case 
of  a  highest  class  member,  to  $8.35  per  month,  and 
proportionately  less  for  members  of  lower  classes.  It 
is  estimated  that,  combining  the  pension  allowance 
with  the  allowance  from  the  relief  fund  just  men- 
tioned, commonly  known  as  the  "  superannfiation 
fund  "  the  amount  of  money  to  be  received  after  re- 
tirement by  employes  in  certain  cases,  after  the  relief 
fund  shall  have  been  in  operation  for  thirty  or  forty 
years,  will  aggregate  not  less  than  three-fourths  pay. 
The  project,  accordingly,  looks  well  to  the  future 
rather  than  solely  to  immediate  results.  ^^lembers 
of  the  relief  fund  relieved  from  service  on  account  of 
the  age  limit  will  be  permitted  to  retain  their  titles 
to  death  benefits  ranging  from  $250  to  $2,500,  ac- 
cording to  their  class  membership,  by  the  payment  of 
a  small  contribution  each  month.  " 

The  R.  &  O.  Relief  Department  has  three  features 
— Relief,  Savings  and  Pensions.  Tn  the  relief  feature, 
the  members  are  divided  into  two  classes,  hazardous 
and  non-hazardous.    Each  class  has  five  divisions  ac- 


REST    ROOM    FOR    WOMEN      (b) 


A    GRoll'     OF     WOMEN     READY     FOR     WORK       (c) 


EMPLOYER    AND    EMPLOYES  1 25 

cording  to  pay.  The  fees  in  the  hazardous  division 
run  from  $i  to  $5  per  month,  and  in  the  non-hazard- 
ous from  $.75  to  $3.75  per  month.  The  benefits 
vary  from  50  cents  to  $2.50  per  day  for  twenty-six 
weeks,  (Sundays  excluded),  and  half  the  amount  for 
longer  sickness.  In  case  of  death,  $250  is  paid. 
The  savings  feature  includes  a  savings  bank  and  a 
building  and  loan  association  under  the  usual  regula- 
tions. The  pension  fund  is  made  up  of  the  amount 
contributed  by  members  and  the  company's  payment. 
The  age  of  retirement  is  65.  The  amount  of  the 
pension  is  one-half  of  the  sick  benefits. 

The  First  National  Bank  of  Chicago  has  a  com- 
pulsory plan  of  pensioning  officers  and  employes. 
Three  per  cent  of  the  wages  and  salaries  is  deducted 
monthly  and  pensions  are  to  be  granted  after  fifteen 
vears  of  service  and  sixty  years  of  age.  In  case  of 
resignation  or  dismissal,  payments  are  to  be  returned 
without  interest.  In  the  case  of  the  death  of  a  con- 
tributor of  less  than  fifteen  years  of  service  who 
leaves  a  wife  or  children,  the  company  may  grant  a 
pension  or  return  of  money  paid  in.  As  this  system 
has  many  details  and  as  it  is  a  very  recent  one,  it 
will  require  time  to  determine  what  points  in  it  are 
satisfactory. 

The  Procter  &  Gamble  Company  maintains  a  pen- 
sion fund  administered  by  the  company  and  the  men 
conjointly.  These  pensions  are  for  aged  employes 
and  for  those  compelled  by  disability  or  accident  to 
stop  work.  The  company  pays  half  the  amount  and 
the  employes  raise  the  other  half  by  assessments. 
This  idea  has  not  had  an  extended  trial. 


126  EMPLOYER    AND    EMPLOYES 

The  Carnegie  Steel  Company  has  a  savings  fund 
open  to  the  employes  of  its  numerous  works.  The 
company  furnishes  the  clerical  service.  Deposits  are 
received  (the  first  one  $3)  in  sums  of  from  $1  to 
$2,000  each.  The  company  allows  6  per  cent  interest. 
The  number  of  depositors  is  said  to  be  very  large. 

All  the  pension  plans  in  this  country,  except  per- 
haps some  of  the  railroads,  are  of  too  recent  origin 
to  have  had  thorough  trial,  but  all  are  evidence  of 
an  effort  to  solve  the  old  age  problem  in  manufactur- 
ing. Undoubtedly  as  years  pass,  a  thorough,  prac- 
tical plan  will  result  which  will  find  many  friends 
among  manufacturers. 

A  large  number  of  mutual  relief  and  savings  as- 
sociations have  been  organized  among  employes  in 
this  country.  These  are  fully  discussed  in  a  later 
chapter. 

The  N.  O.  Nelson  Company  out  of  its  capital 
reserve,  pays  physicians  Avho  attend  in  cases  of  ill- 
ness of  its  men  and  makes  an  allowance  of  $40  for 
funeral  expenses  upon  the  death  of  an  employe.  Here 
the  family  also  receives  two-thirds  of  the  wages 
earned  by  the  employe  until  it  can  support  itself. 
The  Siegel-Cooper  Company  employs  a  physician 
who  is  at  the  call  of  employes  at  all  hours  of  the  day 
and  night,  and  who  has  regular  office  hours  at  the 
store  for  two  hours  each  day.  The  Bibb  Manu- 
facturing Company,  of  Alacon,  Ga.,  which  employs 
a  phvsician  to  attend  its  operatives  without  cost,  has 
found  a  decided  improvement  in  their  health  and 
ability  since  the  adoption  of  this  system  and  is  sat- 
isfied that  the  difference  more  than  repays  the  cost. 


EMPLOYER   AND    EMPLOYES  1 27 

Ferris  Brothers  of  Newark,  have  endowed  two  free 
beds  in  the  Newark  hospital  for  the  use  of  their  own 
employes.  They  also  provide  a  vacation  home  at  the 
seaside  cottage  owned  by  the  company,  ten  of  the 
young  women  going  at  a  time. 

Purchases  at  Special  Prices. — Another  practical 
method  of  helpfulness  is  assistance  in  making  pur- 
chases. Some  companies  have  arrangements  for 
purchasing  the  commodities  used  by  their  opera- 
tives at  less  than  the  regular  retail  price.  For  in- 
stance, machinist's  tools  that  may  be  required,  are 
bought  at  from  ten  to  twenty-five  per  cent  less  than 
they  can  be  purchased  at  a  retail  store.  Bicycles, 
coal  and  other  necessities  are  purchased  at  wholesale, 
thus  saving  their  employes  a  very  considerable 
amount  each  year.  This  is  the  application  of  the  prin- 
ciple of  personal  interest  in  everyday  life  carried  to 
its  fullest  extent  and  has  proved  to  be  in  almost  every 
case  very  successful.  The  N.  O.  Nelson  Company 
buys  coal  at  wholesale  rates  and  supplies  to  its  em- 
ployes at  a  material  reduction.  The  Bullock  Elec- 
trical Company  assists  its  employes  in  the  purchase 
of  tools  and  bicycles.  Other  companies  have  ar- 
ranged to  assist  their  people  to  buy  sewing  machines 
at  reduced  rates.  The  Illinois  Steel  Company  of 
Joliet,  has  a  plan  of  co-operative  purchase  of  flour, 
coal,  potatoes,  books,  magazines,  etc.  It  also  fur- 
nishes working  plans  and  specifications  for  houses  to 
be  built  by  its  employes.  The  National  Cash  Reg- 
ister Company,  the  Lowe  Brothers  Company,  and 
others  co-operate  in  obtaining  at  reduced  rates,  mag- 
azines, periodicals,  books,  etc.,  and  the  former's  li- 


128  EMPLOYER    AND    EMTLOYES 

brarian  furnishes  information  al^out  summer  trips. 
J.  H.  Williams  &  Company  of  JJrooklyn,  showed 
their  interest  in  their  employes  by  providing  a  stand 
for  the  entire  body  of  men  to  view  the  Dewey  parade 
in  1899.  The  instances  at  hand  indicate  that  there  is 
no  special  system  in  this  matter  but  that  each  com- 
pany takes  up  that  which  seems  to  be  the  most  im- 
portant for  its  own  people  at  the  time. 

Visitors. — Many  of  the  large  concerns  of  the  coun- 
try are  finding  that  it  is  advantageous  to  open  their 
factories  to  visitors.  The  National  Cash  Register 
Company  was  the  first  to  undertake  this  systematic- 
allv  and  this  idea  has  undoubtedly  done  much  to 
lead  others  to  do  many  of  the  things  described  in 
this  book.  In  addition  to  showing  visitors  through 
the  plant,  frequently  lantern  photographs  are  shown 
in  a  large  hall,  illustrating  many  of  the  things  which 
cannot  be  seen  in  an  ordinary  trip  through  the  fac- 
tory. This  same  custom  is  followed  by  the  Sherwin- 
Williams  Company. 

II.    For  The  Community 

/.     House  Biiildijig 

How  to  secure  an  attractive  neighborhood  for  the 
factory  and  its  employes  is  a  natural  problem  of  our 
topic.  American  independence  is  inclined  to  resent 
some  of  the  "  paternal  "  things  done  in  English  fac- 
tory towns.  Our  most  intelligent  American  workmen, 
outside  of  the  great  cities  especially,  hope  to  own 
their  own  homes  and  to  have  their  own  bit  of  garden 


INER   IN    PORT    SUNLIGHT    (p) 


NOON    HOUR  AT    CADBURY's,    ENGLAND    (q) 


EMPLOYER   AND    EMPLOYES  13I 

with  it.  The  experience  of  Puhman  and  similar  ef- 
forts has  not  encouraged  others  to  do  much  toward 
building  towns  owned  and  controlled  by  the  com- 
pany, though  in  the  new  Southern  cotton  manufac- 
turing communities,  this  plan  is  at  present  receiving 
much  attention.  However,  there  are  some  remark- 
able English  experiences  as  well  as  a  few  good  Amer- 
ican ones.  The  Cadbury  Brothers  at  Bourneville 
own  a  large  tract  of  ground,  in  one  part  of  which  are 
the  company's  works.  Adjoining  these,  they  have 
laid  out  a  town  site,  with  comfortable  and  pleasant 
homes.  In  the  midst  of  all  this  are  extensive  recrea- 
tion grounds  for  men  and  women,  play  grounds  for 
children,  a  park  for  the  entire  neighborhood,  pool, 
reservoir,  plunge  bath  and  other  features  for  an  ideal 
village  life. 

English  Villages. — The  Lever  Brothers  at  Port 
Sunlight  have  a  large  estate  purchased  a  few  years 
ago,  in  one  part  of  which  is  the  factory.  Adjoining 
this  has  been  laid  out  a  beautiful  town  with  lawns, 
vine-clad  cottages,  a  school,  public  buildings  and 
everything  needful  for  comfortable  living.  The  com- 
pany rents  the  cottages  to  its  employes  at  simply  the 
cost  of  taxes  and  maintenance.  This  enables  a  man 
to  rent  a  cottage  of  from  four  to  six  rooms  at  from 
75c.  to  $1.25  per  week,  while  for  foremen  and  offi- 
cers, larger  buildings  may  be  rented  at  but  a  little 
higher  figure.  These  cottages  are  built  with  a  view  to 
a  beautiful  effect  and  are  well  cared  for.  The  com- 
pany furnishes  the  schools  and  town  hall. 

American  Manufacturing  Towns. — In  our  own 
country,  some  of  the  New  England  manufacturing 


132  EMPLOYER    AND    EMPLOYES 

centers  have  long  furnished  good   ilhistrations   of 
what  may  be  done  in  this  method. 

The  Draper  Company,  of  Hopedale,  Mass.,  has 
biiih  a  large  number  of  houses  on  a  tract  of  30  acres, 
which  was  laid  out  by  a  distinguished  landscape 
artist,  who  made  the  plan  for  the  entire  work  before 
anything  was  done.  The  company  made  the  streets, 
sidewalks,  sewer  system  and  other  improvements. 
It  also  provides  for  the  care  of  garbage  and  all  the 
necessaries  of  housekeeping.  Especial  care  is  taken 
that  the  yards,  both  front  and  back,  shall  be  kept 
perfectly  clean.  These  houses  are  double,  each  side 
with  six  or  seven  rooms,  bath,  attic,  storeroom,  ce- 
mented cellar  and  water,  and  are  rented  for  three 
dollars  per  week  for  each  side.  One  of  the  mem- 
bers of  the  firm  erected  and  presented  to  the  village 
the  town  hall,  and  the  corporation  built  the  high 
school. 

The  Peace  Dale  Manufacturing  Company,  Rhode 
Island,  has  built  a  number  of  single  houses  for  its 
men  which  were  sold  on  easy  terms.  In  addition  it 
has  built  a  town  hall,  a  library  and  village  church. 
This  is  an  instance  of  personal  and  family  interest 
in  the  business  and  village  alike,  for  its  history  goes 
back  to  the  early  part  of  the  century.  Besides  the 
general  assistance  mentioned,  the  Hazard  Memo- 
rial furnishes  a  center  for  many  organizations  for 
the  moral,  social,  and  educational  advantage  of  the 
town. 

The  Merrimac  Manufacturing  CVMuj^anv  at  Low- 
ell, INIass.,  has  built  a  large  num1)er  of  plainly 
finished  tenements  of  from  four  to  ten  rooms  each, 


% 


/  i 


EMPLOYER    AXD    EMPLOYES  135 

which  are  rented  to  the  employes  at  considerably  less 
than  the  usual  price  of  such  houses. 

The  Apollo  Iron  &  Steel  Co.,  has  laid  out  the  new 
town  of  \"andergrift,  Pa.,  about  40  miles  from  Pitts- 
burg. It  was  originally  500  acres  of  fields  and  mead- 
ows situated  along  the  river  with  a  background  of 
wooded  hills.  This  company  by  its  care  and  fore- 
thought has  provided  the  very  best  type  of  an  indus- 
trial town.  It  has  been  able  to  lay  out  the  entire 
place  from  the  beginning  and  to  provide  everything 
needed  for  health,  beauty,  and  intellectual  advance- 
ment. Here  nearly  every  one  owns  his  own  home 
and  seeks  the  interest  of  his  neighbor  as  well  as  him- 
self. 

A  Well-Planned  Town. — The  Westinghouse  Air 
Brake  Company,  of  Vv'ilmerding,  Pa.,  purchased  a 
large  tract  of  land  which  was  divided  into  lots  and 
sold  to  em.ployes.  The  company  undertook  to  build 
the  houses  by  making  contracts  at  cash  prices  sav- 
ing the  employes  from  $300  to  $500  on  each  house. 
In  addition,  the  payment  for  the  house  and  lot  was 
spread  over  a  term  of  ten  years,  payments  being  made 
monthly  in  the  form  of  rent  and  based  on  the  pur- 
chase price.  The  monthly  payment  included  interest 
and  premium  on  life  insurance  the  policy  being  car- 
ried to  clear  the  property  in  case  of  the  purchaser's 
death.  The  cost  of  these  houses  with  all  modern 
appliances  varies  from  $2,100  to  ^S'77S-  The  de- 
tails of  this  plan  seem  to  be  very  admirable  and 
practical.  Out  of  75  houses  built  in  1890,  in  ac- 
cordance with  this  plan,  39  are  now  owned  by  the 
original   purchasers.    In  addition   to  this,   the  com- 


136  EMPLOYER   AND    EMPLOYES 

pany  owns  136  frame  houses  renting  at  from  $14  to 
$22  a  month. 

Other  Efforts. — The  Ludlow  Manufacturing  Co., 
of  Ludlow,  Mass.,  has  constructed  for  the  village, 
water  works,  gas  works,  electric  light  plant, 
churches,  school  houses,  and  many  of  the  houses 
of  the  village.  i\fter  varied  experience  and  many 
experiments  in  design  and  style  the  company  has 
adopted  a  general  plan  of  building  which  has  proved 
to  be  very  satisfactory.  These  houses  are  rented  at 
comparatively  low  prices,  the  company  having  found 
it  best  to  retain  the  ownership  in  order  to  avoid 
carelessness  in  the  attention  to  the  property. 

Mr.  N.  O.  Nelson,  of  St.  Louis,  Mo.,  a  few 
years  ago  secured  125  acres  of  land  near  Edwards- 
ville.  111.  Here  he  erected  his  factories  and  laid  out 
a  beautiful  town,  building  homes  and  public  con- 
veniences. These  homes  are  sold  to  employes,  being 
paid  for  in  installments  about  equal  to  city  rents.  In 
order  to  encourage  improvement  of  these  homes,  Mr. 
Nelson  built  a  greenhouse  to  supply  the  flowers  and 
has  a  gardener  to  give  instruction  to  the  residents. 
In  addition,  schools,  libraries,  amusement  buildings, 
base  ball  campus,  etc..  have  been  provided.  Every 
house  has  water  and  electric  light  supplied  by  the 
town's  own  works.  No  charge  is  made  for  an\'  of 
these  public  utilities.  The  cost  of  these  comes  out  of 
the  common  earnings.  The  aim  of  all  this,  yir. 
Nelson  says,  is  industrial  education. 

Recent  efiforts  in  the  South  in  c(^nnecti(^n  with  the 
development  of  cotton  manufactories  have  given 
many  interesting  incidents.    The  building  of  large 


EMPLOYER    AND    EMPLOYES  137 

cotton  factories  in  what  were  formerly  purely  agri- 
cultural districts  and  the  necessity  of  supplying  these 
niills  with  operatives,  led  to  the  development  of  a 
plan  which  is  being  tried  in  a  number  of  communi- 
ties. Good  illustrations  are  those  of  Pelzer  and  Pied- 
mont. The  mills,  the  mill  town  and  the  entire  com- 
munity are  completely  under  the  domination  of 
one  man.  In  these  cases  he  is  not  only  president 
of  the  mill  corporation  but  is  the  town  govern- 
ment, the  superintendent  of  schools,  board  of  works, 
and  arbiter  of  affairs  generally.  The  mill  corpora- 
tions own  the  land  on  which  the  town  is  built.  They 
build  the  cottages  and  rent  them  for  just  enough  to 
pay  taxes  and  repairs.  This  makes  an  eight  room 
cottage  rent  for  about  $24  per  year.  Each  cottage 
has  its  lawn  or  plat  of  ground  for  gardening.  The 
companies  supply  the  school  houses  and  attendance 
of  children  between  live  and  twelve  is  compulsory. 
Public  auditoriums  are  also  provided  for  lectures,  en- 
tertainments and  concerts.  The  stores  in  these  towns, 
however,  are  independent  of  the  company.  In  the 
towns  mentioned  above,  no  liquors  may  be  sold.  At 
Pelzer  there  is  a  regular  savings  bank,  but  at  Pied- 
mont there  is  a  system  by  which  the  operatives  may 
leave  such  portion  of  their  pay  as  they  may  desire  in 
the  possession  of  the  corporation,  receiving  interest 
upon  it.  How  successful  this  idea  will  be  can  be 
told  better  after  a  few  years  more  of  experience. 

In  order  to  encourage  permanence  among  his  em- 
ployes and  to  overcome  the  roving  disposition  of 
hat-makers,  ]\Ir.  John  B.  Stetson  a  number  of  years 
ago  assisted  in  the  establishment  of  a  Building  and 


138  EMPLOYER    AND    EMPLOYES 

Loan  Association  where  funds  could  be  borrowed 
at  a  low  rate  of  interest  for  the  building  of  homes. 
As  an  adjunct  to  this  a  savings  fund  was  also 
founded  to  encourage  economy  on  the  part  of  all 
employes.  This  fund  paid  five  per  cent  on  deposits. 
These  varied  illustrations  prove  that  there  is  a 
practicable  plan  for  assisting  in  large  communities. 

//.     House    Beautifying    aud    NeigJiborhood    Im- 
provement. 

Another  method  which  is  perhaps  more  in  accord 
with  our  American  ideas  is  that  of  encouraging  the 
beautifying  of  the  neighborhood  by  the  personal  in- 
fluence of  the  employers  themselves  or  the  union  of 
\  some  of  the  residents. . 

Most  manufacturers  find  themselves  placed  where 
it  is  impossible  to  own  or  control  the  neighborhood  in 
which  the  factory  is  located.  Alany  are  in  crowded 
cities,  others  in  towns  where  the  homes  are  tenements 
or  privately  owned.  In  such  cases  it  is  usually  as- 
sumed that  ^t  is  a  hopeless  task  to  change  the  con- 
ditions, and  so  each  year  the  community  grows 
worse  and  worse.  Where  the  buildings  are  owned 
by  the  company,  the  responsibility  rests  largely  with 
the  officers  and  conditions  can  be  remedied  with 
comparative  ease.  Where  the  residents  are  inde- 
pendent, something  more  than  orders  are  needed. 
It  then  becomes  a  question  oj^  personal  influence. 

How  to  interest  an  entire  neighliorliood  in  Tlfar- 
ing  away  rubbish  and  beautifying  the  yards  and 
streets  is  the  practical  problem  in  any  factorv  com- 


EMPLOYER   AND    EMPLOYES  '141 

munity.  That  it  can  be  solved  and  almost  universal 
enthusiasm  aroused  has  been  proved  in  a  number 
of  cases.  AMiat  is  needed  is  a  simple,  practical  plan 
and  an  intelligent  power  behind  it. 

Revolutionizing  a  Community. — It  is  generally  ac- 
knowledged that  the  first  and  most  complete  example 
of  what  can  be  done  in  this  way  is  to  be  found  in 
Dayton,  Ohio,  where  an  entire  suburb  has  been  com- 
pletely revolutionized  through  the  efforts  of  the  of- 
ficers of  the  National  Cash  Register  Company.  For- 
merly, this  suburb  was  only  such  as  is  frequently 
seen  in  a  manufacturing  city,  with  unpaved  streets 
and  only  fairly  kept  yards  and  side-walks.  There 
were  no  blocks  of  tenements,  but  in  almost  every 
case  the  house  had  its  ow^n  yard.  The  purpose  to  be 
attained  was  to  clean  up  this  entire  portion  of  the 
city  and  to  beautify  the  houses  and  yards.  Jn  ac^on> 
plishing  this  the  Company  set  a  good  example  by 
first  improving  its  own  grounds.  .  A  distinguished 
landscape  architect  was  invited  to  spend  a  few  days 
at  the  factory  and  to  give  suggestions  regarding  the 
best  planting  of  the  factory  grounds  and  lawns,  and 
of  the  streets  and'  yards  of  the  neighborhood.  The 
suggestions  were  at  once  put  into  practice  about  the 
factory  and  were  recommended  to  the  residents  of 
the  community. 

Teaching  Methods. — The  simple  A-B-C  principles 
of  gardening  were  taught  in  the  various  schools  and 
clubs  connected  with  the  neighborhood,  until  every 
child  knew  that  preserving  lawn  centers,  planting  in 
masses  and  avoiding  straight  lines  were  the  essen- 
tials of  beauty  in  all  grounds  whether  large  or  small. 


142  EMPLOYER    AND    EMPLOYES 

This  instruction  was  given  largely  by  the  use  of 
the  stereopticon,  lantern  slides  being  made  of  beauti- 
ful grounds  at  various  places  and  of  beautiful  land- 
scapes from  Nature.  In  the  kindergarten,  public 
schools,  Sunday  schools,  boys'  and  girls'  clubs, 
women's  guilds,  and  similar  organizations  which  ob- 
tain encouragement  in  and  about  the  factory,  these 
things  were  taught  and  the  interest  of  the  members 
aroused.  In  addition  to  instruction  by  practical 
talks,  lists  of  books  were  prepared  wdiich  were  dis- 
tributed through  the  library  and  through  the  various 
clubs,  giving  practical  instruction.  Among  those 
found  most  useful  were  Prof.  L.  H.  Bailey's  ''  Gar- 
den Making  ",  ''  Pruning  Book  "  and  "  Practical 
Garden  Book"  (Published  by  the  ]\Iacmillan 
Company,  New  York)  ;  "  Handbook  for  Planning 
&  Planting  Small  Home  Grounds  ",  \\''arren  H. 
Manning,  (Pub.  by  Stout  Manual  Training  School, 
Menomonie,  Wis.)  ;  "  The  Amateur's  Practical  Gar- 
den Book",  C.  E.  Hann  &  L.  H.  Bailey  (Pub.  by 
the  Macmillan  Company,  New  York)  ;  "  Directions 
for  Surveying  and  Arranging  Home  and  School 
Grounds  ",  Warren  H.  Manning  (Pub.  by  the  au- 
thor, Boston). 

In  this  connection  the  camera  is  a  valuable  as- 
sistant. Photographs  of  yards  before  and  after 
planting,  of  pretty  flower  effects,  of  good  and  bad 
work, — all  are  useful.  Frequent  exhibitions  of  these 
pictures,  with  ex]-)lanations  of  their  strong  or  weak 
points,  are  valuable  in  teaching  good  taste.  The 
amateur  photographer  is  the  friend  of  home  im- 
provement and  every  assistance  should  be  rendered 


EMPLOYER   AND    EMPLOYES  143 

him  in  enlarging  his  work.  A  little  additional  in- 
struction will  often  enable  the  photographer  to  make 
lantern  slides  which  may  be  used  in  showing  large 
companies   how   the   improvements   are   made. 

Neighborhood  Organizations. — The  South  Park 
Improvement  Association  was  then  organized,  con- 
sisting of  the  residents  of  the  suburb.  The  officers 
were  chosen  from  among  their  own  number,  and 
the  purpose  of  the  Association  definitely  stated  to  be 
to  encourage  the  beautifying  of  homes,  the  cleaning 
of  streets  and  alleys,  and  the  general  improvement 
of  the  community.  This  organization  holds  monthly 
meetings  and  is  frequently  addressed  by  experts  on 
questions  of  planting  and  gardening.  Instruction  is 
given,  not  only  in  floriculture,  but  also  in  vegetable 
gardening  and  similar  subjects.  In  order  to  show 
what  ought  to  be  planted,  a  carefully  selected  list 
of  trees,  shrubs,  vines,  etc.,  w^as  prepared  and  ar- 
rangements made  to  buy  at  wholesale,  distribution 
being  made  by  the  company's  gardener.  This 
brought  down  the  cost  to  such  a  small  item  that  al- 
most every  one  could  afford  to  make  the  desired  im- 
provements. A  feature  of  this  list  is  that  no  rare 
or  tropical  plants  are  used,  but  only  such  as  may  be 
raised  with  comparative  ease  in  this  climate. 

One  of  the  difficulties  at  first  was  to  know  how  to 
get  rid  of  nuisances  here  and  there  throughout  the 
city.  Finally  some  one  suggested  that  pictures  be 
taken  of  these  places  and  that  they  be  shown  on  the 
screen.  This  at  once  had  the  desired  effect  of  lead- 
ing many  to  clean  up.  Step  by  step,  the  residents, 
becoming  more  and  more  interested  in  improvements, 


144  EMPLOYER    AND    EMPLOYES 

have  carried  out  their  plans  until  to-day  no  neater  or 
more  attractive  suburb  can  be  found  anywhere  in 
the  country. 

Prize  Yards. — One  of  the  features  of  this  develop- 
ment has  been  the  offering  by  the  company,  of  a 
series  of  prizes  amounting  to  $285  annually  for  the 
best  front  yards,  back  yards,  vines,  window  boxes, 
vacant  lots,  boys'  vegetable  gardens  and  yards  along 
steam  railroads.  These  prizes  are  open  to  em- 
ployes wherever  they  may  reside,  and  to  residents  of 
South  Park.  To  illustrate  the  detail  with  which  this 
is  worked  out,  a  list  of  the  prizes  for  1900  is  given: 

/.  Front  and  Side  Yards 

FIRST   CLASS EIGHT   PRIZES 

The  first  class  includes  all  improved  property 
where  planting  has  been  done  previously.  The 
board  of  judges  will  decide  as  to  the  class  for  each 
entry. 

First  prize — Diploma  and  $10  in  gold. 

Second  prize — Diploma  and  $7  in  gold. 

Third  prize — Diploma  and  $6  in  gold. 

Fourth  prize — Diploma  and  $5  in  gold. 

Fifth,  sixth  seventh,  and  eighth  prizes — Diplomas. 

SECOND  CLASS — EIGHT   PRIZES 

The  second  class  includes  property  where  little 
or  no  planting  has  been  done  previously,  the  great- 
est improvement  in  appearance  to  be  considered  with 
other  features. 


FRONT    YARDS   OF  EMPLOYES'    HOUSES,   DAYTON,   OPPOSITE   FACTORY    (b) 


^^S^^S^. 


*  -  '  /*aS<^ 


'"^^ 


BACK     YARDS    OF    SAME     HOUSES 


EMPLOYER    AXD    EMPLOYES  I47 

First  prize — Diploma  and  $io  in  gold. 

Second  prize — Diploma  and  $7  in  gold. 

Third  prize — Diploma  and  $6  in  gold. 

Fourth  prize — Diploma  and  $5  in  gold. 

Fifth,  sixth,  seventh  and  eighth  prizes — Diplomas. 

//.     Back   Yards 

For  the  best  kept  back  yards,  whether  lawns, 
shrubs,  flowers  or  vegetables.  General  neatness  of 
yard  and  surroundings  and  condition  of  lawn,  trees 
and  vines  to  be  considered. 

FIRST    CLASS EIGHT    PRIZES 

The  first  class  includes  all  improved  property 
where  planting  has  been  done  previously.  The  board 
of  judges  will  decide  as  to  the  class  for  each  entry. 

First  prize — Diploma  and  $10  in  gold. 

Second  prize— Diploma  and  $7  in  gold. 

Third  prize — Diploma  and  $6  in  gold. 

Fourth  prize — Diploma  and  $5  in  gold. 

Fifth,  sixth,  seventh  and  eighth  prizes — Diplomas. 

SECOND  CLASS EIGHT  PRIZES 

The  second  class  includes  property  where  im- 
provement has  not  been  attempted  in  the  past,  the 
prizes  going  to  those  showing  the  greatest  improve- 
ment. 

First  prize — Diploma  and  $10  in  gold. 

Second  prize — Diploma  and  $8  in  gold. 

Third  prize — Diploma  and  $6  in  gold. 

Fourth  prize — Diploma  and  $4  in  gold. 

Fifth,  sixth,  seventh  and  eighth  prizes — Diplomas. 


148  EMPLOYER    AND    EMPLOYES 

///.   Vi)ic  Planting 

For  the  most  artistic  effect  of  vines  on  houses, 
verandas,  outbuildings,  fences,  posits  or  summer 
arbors.  Arrangement,  design  and  condition  to  be 
considered. 

FIRST    CLASS SIX    PRIZES 

The  first  class  includes  Boston  Ivy,  Akebia,  Clem- 
atis, Honeysuckle,  Grape  and  other  permanent 
vines. 

First  prize — Diploma  and  $10  in  gold. 

Second  prize — Diploma  and  $8  in  gold. 

Third  prize — Diploma  and  $6  in  gold. 

Fourth,    fifth    and    sixth    prizes — Diplomas. 

SECOND   CLASS^SIX   PRIZES 

The  second  class  includes  Morning-glories,  Moon- 
flowers  and  other  annuals. 

First  prize — Diploma  and  $7  in  gold. 
Second  prize — Diploma  and  $6  in  gold. 
Third  prize — Diploma  and  $5  in  gold. 
Fourth  prize — Diploma  and  $4  in  gold. 
Fifth  and  sixth  prizes — Diplomas. 

IF.     iriudozc  and  PorcJi  Boxes 

For  the  most  artistic  effect.  Arrangement,  box 
design  and  condition  of  plants  to  be  considered. 

WINDOW    r.OXES SIX    I'RIZES 

First   prize — Diploma    and    $10   in   gold. 
Second   prize — Diploma   and   $7    in   gold. 


A  boy's  work  at  HOM] 


A   BACK   YARD    IN    SPRING    (b) 


THE    SAME    YARD    AND    ITS    DECORATOR, 

THIRTEEN    YEARS    OLD,    WINNER    OF    A    PRIZE 

FOR   BEST-KEPT    BACK    YARDS 


EMPLOYER   AND    EMPLOYES  15I 

Third  prize — Diploma  and  $5  in  gold. 
Fourth,  fifth  and  sixth  prizes — Diplomas. 

PORCH    BOXES SIX    PRIZES 

First  prize — Diploma  and  $10  in  gold. 
Second  prize — Diploma  and  $7  in  gold. 
Third  prize — Diploma  and  $5  in  gold. 
Fourth,    fifth    and    sixth    prizes — Diplomas. 

V.    Boys'  Veg^able  Gardens 

TEN     PRIZES 

For  forty-four  boys  of  South  Park  and  Rubicon. 
Care  of  grounds,  quality  and  quantity  of  product 
and  attention  to  duty  to  be  considered. 

First  prize — Diploma  and  $10  in  gold. 

Second  prize — Diploma  and  $8  in  gold. 

Third  prize — Diploma  and  $7  in  gold. 

Fourth  prize — Diploma  and  $6  in  gold. 

Fifth  prize — Diploma  and  $5  in  gold. 

Sixth,  seventh,  eighth,  ninth  and  tenth  prizes — 
Diploma  and  one  year's  subscription  to  ''  Youth's 
Companion.  " 

VL  Vacant  Lots 

SIX  PRIZES   (south  park  ONLY) 

General  neat  and  attractive  condition  of  lot,  trees, 
fences  and  surroundings  to  be  considered. 
First  prize — Diploma  and  $7  in  gold. 
Second  prize — Diploma  and  $5  in  gold. 


152 


EMPLOYER    AND    EMPLOYES 


Third  prize— Diploma  and  $3  in  gold. 
Fourth,  fifth  and  sixth  prizes— Diplomas. 

VIL    Best  Planted  Premises  Along  Railroads 

FIVE    PRIZES 

For  the  best  planted  yards,  whether  front  or  back, 
adjoining  any  of  the  steam  railroads  leading  into 
Dayton.  The  yards  must  be  within  view  of  pas- 
senger trains  as  they  pass  through  the  city.  Artistic 
arrangement,  -condition  of  lawn  and  borders,  cleanli- 
ness and  general  appearance  of  houses,  fences,  walks, 
trees,  vines  and  lawns  to  be  considered. 

First  prize — Diploma  and  $8  in  gold. 
Second  prize — Diploma  and  $6  in  gold. 
Third  prize — Diploma  and  $5  in  gold. 
Fourth  prize — Diploma  and  $3  in  gold. 
Fifth  prize — Diploma  and  $3  in  gold. 

Results. — The  efifect  of  these  prizes  and  this  enthu- 
siasm is  felt  throughout  the  entire  city.  Often  only 
one  person  on  a  square  begins  the  W'Ork,  but  the  im- 
provement is  so  marked  that  the  neighbors  naturally 
follow  the  example.  The  number  of  contestants  for 
the  prizes  increases  rapidly  each  year.  By  discourag- 
ing the  use  of  tropical  or  rare  plants  and  urging  the 
planting  of  hardy  shrubs  and  familiar  flowers  the  ex- 
pense of  this  beautifying  is  greatly  lessened.  The 
average  cost  in  one  year  was  foimd  to  be  $1.20  for 
each   yard,    the    residents    doing    their    own    work. 


EMPLOYER   AND    EMPLOYES  155 

Seeds  and  vine  roots  are  frequently  given  to  all 
members  of  the  Sunday  schools  and  clubs.  Many 
of  those  who  have  contested  for  the  prizes  have  had 
no  plants  additional  to  those  obtained  in  this  way. 

Boys'  Gardens. — Not  the  least  encouraging  of  the 
results  is  the  effect  upon  the  boys  and  girls  of  the 
neighborhood.  The  back  yards  are  especially  under 
their  care  in  the  system  of  prizes.  The  result  has 
been  remarkable  cleanliness  and  beauty  in  many  of 
the  yards.  Some  of  the  children  have  shown  unusual 
ability  and  have  undoubtedly  discovered  their  bent. 
To  emphasize  its  encouragement  to  work  for  chil- 
dren the  company  has  provided  forty-four  vegetable 
gardens  of  lo  x  140  feet  each,  open  to  the  boys  of 
the  neighborhood,  between  ten  and  fourteen  years  of 
age.  The  company  supplies  the  ground,  tools,  seeds, 
and  an  instructor,  allowing  the  boys  to  have  what- 
ever they  may  raise,  and  offers  prizes  for  the  best 
gardens.  So  popular  have  these  gardens  become 
that  last  season  nearly  twice  as  many  gardens  could 
have  been  used.  In  addition  to  raising  a  large  quan- 
tity of  vegetables  for  home  use,  the  boys  disposed 
of  about  $80  worth  in  cash. 

The  annual  presentation  of  the  prizes  in  these 
cases  is  a  gala  occasion  for  the  entire  neighborhood. 
The  largest  hall  in  the  city  is  inadequate  to  contain 
those  who  desire  to  be  present  and  participate  in 
the  exercises  of  the  year.  In  addition  to  the  in- 
struction and  enthusiasm  resulting  from  such  gath- 
erings, the  neighborhood  interest  aroused  has  much 
to  do  with  the  improvement  in  the  appearance  and 
character  of  the  entire  community.     The  program 


156  EMPLOYER    AND    EMPLOYES 

for  such  occasions  should  be  varied,  interesting, 
entertaining  and  instructive.  The  stereopticon  is  a 
very  useful  adjunct  and  good  pictures  are  always 
attainable  for  such  purposes.  The  collections  of 
the  League  for  Social  Service  (New  York  City) 
as  well  as  those  of  general  dealers  in  stereopti- 
con supplies  ofifer  excellent  examples.  ]\Iusic,  ad- 
dresses, exhibitions  of  fine  plants,  photographs  of 
the  work  of  the  contestants,  social  features,  etc., — all 
furnish  attractions  for  old  and  young. 

A  Mining  Community. — Another  interesting  ex- 
ample of  a  practical  method  of  carrying  out  this  idea 
is  found  in  the  work  of  The  Cleveland-Clififs  Iron 
Co.,  at  Ishpeming,  Mich.  This  is  in  a  mining  com- 
munity and  the  effect  of  the  plan  has  been  very 
marked.  The  details  are  easily  understood  from  the 
company's  announcements  for  1899. 

THE    CLEVELAXD-CLIFFS    IRON    CO. 

PRIZES  FOR   1899 

Total  to  be  Az.'arded $198.00. 

The  results  of  the  plan  of  awarding  prizes  for  the 
past  three  years  have  been  so  satisfactory  and  the  in- 
fluence in  improving  the  city  so  remarka1)le  that  the 
plan  will  be  continued  during  the  year  1899. 

In  order  to  have  the  matter  of  awarding  prizes 
satisfactory  to  all  it  has  been  decided  that  parties  de- 
siring to  compete  for  prizes  must  file  an  application 
at  the  Genera!  Ofiicc  of  the  Company  not  later  than 


EMPLOYER    AXD    EMPLOYES  1 57 

May  10th,  stating  the  class  for  which  they  wish  to 
compete. 

Winners  of  prizes  in  previous  years  wiU  not  be 
entitled  to  the  same  prize  this  year,  but  can  compete 
for  a  higher  prize  in  the  same  class,  or  enter  the 
general  competition  in  other  classes.  . 

Prizes  to  be  competed  for  by  all  dwellers  on  the 
property  of  THE  CLEVELAND-CLIFFS  IRON 
CO.  in  the  following  locations :  Hard  Ore,  Barnum, 
Salisbury,  Marquette,  Junction,  Bancroft,  Nebraska, 
North,  1st  and  26.  additions  to  the  City  of  Ishpe- 
ming. 

A  committee  of  well-known  residents  will  make 
examinations  from  time  to  time  and  the  awards  will 
be  published  on  or  before  October  ist,  1899. 

PRIZES   FOR   BEST   KEPT   PREMISES 
12    PRIZES,    VALUE   $148.00 

To  be  distributed  according  to  the  condition  of  the 
lawns,  cleanliness,  and  general  appearance;  houses, 
fences,  back  yards,  flower  and  vegetable  gardens  to 
be  considered. 

4  First  prizes,  value  of  each $15.00 

4  Second  prizes,  value  of  each. 12.00 

4  Third  prizes,  value  of  each 10.00 

PRIZES  FOR  VINE  PLANTING 
4  PRIZES,   VALUE  $30.00 

For  the  most  artistic  planting,  arrangement  and 


158  EMPLOYER    AND    EMPLOYES 

training  of  vines  on  houses,  porches,  outbuildings, 
fences  and  arbors. 

1st   prize,   vakie,    $10.00 

2(1   prize,   vaUie 8.00 

3d  prize,  vakie   7.00 

4th    prize,    value 5.00 

PRIZES   FOR  WINDOW   BOX   GARDENING 
4  PRIZES,  VALUE  $20.00 

Open  to  all  women  for  the  most  attractive  window 
box  effects;  arrangement  and  design  and  condition 
of  plants  to  be  considered. 

1st  prize,  value $7.00 

2d  prize,  value 6.00 

3d  prize,  value, .  .  .   4.00 

4th  prize,  value   3.00 

All  persons  competing  for  prizes  can  obtain  plants 
and  shrubs  from  the  Negaunee  Nursery  and  Green- 
houses at  reduced  prices. 

THE  CLEVELAND-CLIFFS  IRON  CO., 
April  15th.  1899.  (100.)       M.  M.  Duncan,  Agent. 

Another  Example. — The  little  city  of  ^fcnominee. 
Wis.,  has  many  advantages  resulting  from  the 
interest  of  Mr.  J.  II.  Stout  and  his  associates  of 
The  Knapp,  Stout  &  Co.     About  the  Stout  ^Man- 


EMPLOYER    AND    EMPLOYES  l6r 

tial  Training  School  is  grouped  a  system  of  trav- 
eling libraries,  art  galleries  and  education  in 
methods  of  planting  and  beautifying  of  homes, 
which  is  making  the  community  a  marked  one  in 
the  entire  country.  Through  this  school,  a  hand- 
book of  planting  has  been  issued  as  one  of  the  edu- 
cational features  for  the  benefit  of  children  and  their 
parents. 

It  is  gratifying  to  know  that  these  ideas  of  neigh- 
boihood  improvement  and  a  popularizmg  of  instruc- 
tion in  planting  are  attracting  attention  everywhere 
and  thus  promise  to  change  the  character  of  many 
communities.  In  Dayton  alone,  four  or  five  Im- 
provement Associations  have  been  organized  on  lines 
similar  to  that  of  South  Park,  most  of  them  having 
manufacturers  ,as  their  inspiration.  The  American 
Park  and  Outdoor  Art  association  has  recommended 
that  prizes  be  oflered  in  cities  generally  for  similar 
work  and  in  numerous  communities  the  story  of  this 
plan  has  led  to  great  changes.  The  organization  of 
the  National  League  of  Improvement  Associations 
will  add  to  the  influence  for  better  homes.  The 
League  for  Social  Service  whose  headquarters  are  in 
New  York  City,  has,  by  its  encouragement,  done 
much  to  spread  this  information. 

///.  ScJwols,  Kindergartens 

It  would  seem  to  be  entirely  beyond  the  province 
of  the  manufacturer  to  invest  in  kindergartens  and 
schools  for  the  neighborhood  and  similar  work 
which   ordinarilv   should   be   done   bv   communities,. 


1 62  EMPLOYER    AXD    EMPLOYES 

churches  or  the  state.  ^Ir.  John  II.  Patterson  of 
Dayton,  whose  company  has  developed  these  things 
perhaps  more  than  any  other  employer,  states  as  his 
reasons  for  the  organization  of  kindergartens  and 
similar  schools  in  connection  with  the  factory. 

Factory  and  Kindergarten. — First :  That  as  an 
employer  of  a  large  number  of  men,  he  owes  it  to 
himself  to  obtain  the  very  best  men  possible  and  to 
his  employes  to  give  them  and  their  families  every 
opportunitv  he  can  for  their  best  development.  If 
the  city  in  which  the  factory  is  placed  does  not  itself 
offer  complete  forms  of  education,  then  it  is  within 
his  province  to  set  an  example  showing  what  can  be 
done  by  the  best  schools.  His  purpose  in  carrying 
out  these  ideas  is  not  to  do  these  things  permanently, 
but  to  show  to  his  own  city  their  value.  This  he 
has  done  so  fully  that  the  city  of  Dayton  now  has  a 
complete  system  of  kindergartens,  all  the  result  of 
the  example  of  the  kindergarten  connected  with  his 
factory. 

Second :  Mr.  Patterson  believes  that  he  is  in  busi- 
ness not  for  a  few  years  but  for  many,  and  that  the 
difficulties  of  the  past  in  obtaining  workmen  with 
bright  ideas  may  be  overcome  by  training  the  chil- 
dren of  the  present.  Since  92  per  cent  of  them  will 
earn  their  living  in  manual  labor,  it  is  certainly 
proper  to  give  to  them  that  early  training  which 
will  make  the  best  workmen  when  they  are  grown. 
In  short,  he  expects  his  factory  to  need  skilled  labor 
and  more  of  it  for  many  years  to  come  and  that  it  is 
wisdom  to  assist  in  preparing  for  the  future.  Pie 
finds  too  that  even  so-called  unskilled  labor  gives 


EMPLOYER    AND    EMPLOYES  1 63 

better  service  when  the  early  training  has  been  along 
right  lines. 

Third:     He  also  recognizes  that  in  his  effort  to 
win  the  good  will  of  his  operatives,  nothing  will  be 
more  successful  than  opportunities  given  to  the  chil- 
dren of  those  men.    Men  of  all  classes  appreciate 
what   is   done   for  their   sons   and   daughters   more 
than    any    other     favor     shown.      Thoughtfulness, 
therefore,  on  the  part  of  the  employer  for  the  fam- 
ilies of  the  operatives  must  receive  large  returns  in 
more  kindly  feelings  on  the  part  of  the  men  them-      ( 
selves.     Experience  not  only  in  this  factory  but  in     j 
others,  has  proved  this  to  be  a  true  statement  of  the-/ 
purpose  of  this  work. 

Social  and  Neighborhood  Centers. — Mr.  Patterson 
has  also  found  that  there  are  many  operations 
in  m.odern  manufacturing  which  find  their  ele- 
ment and  counterpart  in  the  simple  instruction 
of  the  kindergarten  and  manual  training  school. 
The  child,  therefore,  that  has  become  familiar 
with  these  methods  will  more  easily  adapt  him- 
self to  the  work  of  the  factory  in  the  future. 
On  this  account,  in  this  community  particularlv, 
the  idea  of  education  and  social  life  has  been 
fully  developed.  In  two  small  houses  known  as  the 
"  N.  C.  R.  House  "  and  the  ''  N.  C.  R.  House  Ex- 
tension." one  situated  opposite  the  main  entrance  of 
the  factory  and  the  other  a  few  squares  away,  much 
of  the  work  usually  accomplished  in  social  settle- 
ments is  done.  When  the  first  of  these  was  estab- 
lished and  a-deaconess  placed  in  charge,  it  was  deter- 
mined to  make  it  a  model  of  what  could  be  done  with 


164  EMPLOYER    AND    EMPLOYES 

a  small  amount  of  money,  to  prove  that  good  taste 
not  dollars  was  the  essential  to  a  neat  home.  A 
sitting  room  and  dining"  room,  bed  room,  and  kitchen 
were  completely  fitted  with  cheap  but  good  furnish- 
ings, all  harmonizing  and  beautiful — at  a  cost  far 
below  one  hundred  dollars.  A  bath  room  was  added 
to  educate  in  the  need  of  such  comforts.  These 
rooms  have  been  in  every  way  a  center  of  the  social, 
moral,  and  mental  life  of  the  entire  neighborhood. 

In  these  cottages  are  kindergartens,  boys'  clubs, 
girls'  clubs,  young  people's  societies,  kindergarten 
associations,  women's  guilds,  liljraries,  reading 
rooms,  and  cooking  and  sewing  schools.  In  these 
last  classes  the  little  children  and  girls  have  equal 
opportunity  with  the  employes.  In  all  these  cases, 
the  company  furnishes  the  room  and  equip- 
ment, pays  the  expenses  of  the  deaconess  and 
teachers  in  charge  and,  in  many  cases,  offers  free  the 
advantages  of  the  building.  Some  of  the  clubs  have 
weekly  dues  of  from  two  to  five  cents  each,  the 
money  thus  obtained  being  used  for  special  work  un- 
der the  direction  of  the  clubs  themselves.  .V  boys' 
brigade  affords  thorough  military  drill  and  the  ad- 
vantages of  military  training.  The  Kindergarten 
Association  has  a  fee  of  50  cents  a  }-ear  which  en- 
titles the  members  to  all  the  privileges  of  the  kin- 
dergartens for  their  children.  The  Women's  Guild 
pays  small  monthly  dues,  the  money  being  used  es- 
pecially for  charitable  wc^rk  or  for  inijM-ovements  in 
the  neighborhood.  ^Fhe  (aiild  has  five  committees 
— program,  relief,  outdc^or  art,  \'isiting  and  llower. 
These    houses    are    used    almost    constandv    in    the 


A    SLTMMER   PLAYGROUND   FOR   THE   FACTORY    NEIGHBORHOOD    (b) 


EMPLOYER    AND    EMPLOYES  1 67 

evenings  for  social  and  educational  gatherings  of  the 
parents  and  children  of  the  neighborhood. 

On  Sunday  afternoon  in  one  of  the  settlement 
houses  and  in  a  large  hall  in  the  factory,  a  Sunday 
School,  or  more  properly  a  "  Pleasant  Sunday  Af- 
ternoon "  is  conducted  for  the  benefit  of  the  entire 
neighborhood.  The  session  lasts  one  and  one-half 
hours  and  is  divided  into  three  sections.  The  ex- 
ercises open  with  the  usual  opening  music  and  read- 
ing of  selections  from  scripture  and  choice  litera- 
ture ;  the  day's  lesson  follows  and  is  made  up  princi- 
pally from  quotations  brought  by  the  pupils  selected 
from  their  reading  of  the  week  and  intended  largely 
to  illustrate  some  special  thought  of  the  day ;  the 
session  closes  with  the  address,  the  last  half  hour 
being  occupied  usually  with  a  stereopticon  talk  on 
some  practical  subject  connected  with  the  home 
life  and  education  of  the  children  and  their  par- 
ents. Twenty-five  books  are  offered  each  year  to 
the  children  who  bring  the  most  good  quotations. 
These  quotations  are  kept  in  scrap  books,  one  of 
which  is  supplied  to  each  class,  and  one  kept  by  the 
secretary  for  the  best  of  each  session.  The  interest 
and  enthusiasm  are  shown  by  the  large  number  of 
quotations  read  each  Sunday. 

The  best  quotations  each  week  are  published  in  a 
beautifully  printed  little  paper  called  ''Sunshine: 
Pleasant  Sunday  Afternoons."  This  contains  the 
reading  lesson  for  the  opening,  brief  items  of  in- 
terest upon  the  topic  of  the  day,  neighborhood 
news  and  practical  suggestions.  The  stereop- 
ticon   addresses    are    given    by    persons    particu- 


1 68  EMPLOYER    AND    EMPLOYES 

larly  interested  in  any  special  subject  and  include 
talks  on  health,  travel,  art,  history,  landscape 
gardening  and  home  beautifying,  and  any  others  of 
the  thousand  and  one  subjects  which  may  be  of  prac- 
tical advantage  in  the  home  life. 

The  topics  of  this  half  hour  are  perhaps  the  most 
practical  to  be  found  anywhere  for  a  company  of 
children  and  their  parents,  and  have  a  wide  influence 
in  the  cultivation  of  a  strong  neighborhood  spirit 
which  often  manifests  itself  in  influence  for  the 
good  of  the  community.  For  example,  here  were 
started  movements  which  saved  to  the  city  one  of 
its  most  beautiful  groves  of  trees,  and  which  out- 
lined plans  of  manual  training  and  practical  educa- 
tion. Here  in  the  spring  a  practical  gardener 
brings  his  collection  of  plants  and  shows  how  to 
cultivate  flowers  and  vines ;  here  are  annually  dis- 
tributed thousands  of  packages  of  flower  seeds  and 
of  vine  roots ;  and  here  practical  lessons  in  manli- 
ness, education,  and  civic  and  religious  duty  are 
given. 

The  J.  B.  Stetson  Company  has  provided  a  Sun- 
day school  and  church  accommodating  t  ,200,  for  the 
development  of  the  moral  life  and  character  of  the 
employes  and  their  families,  on  the  principle  that  the 
workman  having  the  highest  sense  of  moral  re- 
sponsil)ility  will  perform  the  best  work. 

At  Peace  Dale,  with  the  Hazard  ^Memorial  Build- 
ing as  a  center,  there  are  numerous  organizations. 
The  Choral  Society  is  one  of  the  leading  features, 
with  a  permanent  membership,  each  paying  three 
dollars  per  year,  giving  concerts  of  high  class  music. 


EMPLOYER    AXD    EMPLOYES  1 69 

The  '"'  Sunday  Musics  "  are  voluntary  entertain- 
ments each  Sunday  afternoon  open  to  all  free.  These 
were  started  informally  by  ]^Iiss  Hazard  and  her 
sister  who  simply  went  into  the  hall  and  played  and 
sang  for  those  who  came.  Xow  musical  people 
take  turns  in  providing  the  entertainment.  The 
Sewing  Society  and  Boy's  Club  are  simply  well  or- 
ganized classes  in  manual  training  for  boys  and 
girls. 

This  description  of  the  work  in  these  instances 
illustrates  what  has  been  begun  recently  in  a  number 
of  manufacturing  districts  and  proves  what  may  be 
done  at  comparatively  little  expense  with  intelligent 
effort  on  the  part  of  the  employers  with  the  coopera- 
tion of  employes  and  residents  of  the  neighborhood. 

Heading  Rooms. — The  provision  of  a  library  and 
reading  room  has  been  for  a  long  time  regarded 
as  one  of  the  best  possible  methods  in  which  em- 
ployers may  assist  their  neighborhoods.  The 
Carnegie  Library  at  Homestead,  Pa.,  with  its  beau- 
tiful building  and  fine  park,  is  an  example  of  what 
has  been  done  by  a  single  manufacturer.  The 
library  contains  7,000  volumes  and  is  free  to 
residents  of  Homestead  and  vicinity.  There  is 
also  a  delivery  station  in  the  town  so  that  books 
mav  be  ordered  by  telephoning  to  this  station.  There 
is  a  special  reading  room  here  for  children.  ^Ir. 
Carnegie  has  added,  as  is  well  known,  libraries  in  a 
number  of  places  among  his  own  people,  as  well  as 
in  other  cities  of  the  country.  The  Braddock  Li- 
brarv  cost  $300,000  and  receives  $10,000  a  year. 
The  Cambria  Steel  Co..  at   Johnstown,  Pa.,  has  a 


170  EMPLOYER    AND    EMPLOYES 

public  library  with  over  10,000  volumes.  In  nearly 
all  the  cases  already  mentioned  of  factory  club 
houses,  the  library  is  one  of  the  special  features  of 
the  building. 

Neighborhood  Libraries. — The  Cleveland  Hard- 
ware Company  has  a  permanent  library  of  its  own 
and  also  an  arrangement  with  the  Cleveland  Public 
Library  by  which  the  factory  is  an  authorized  sta- 
tion. The  company  furnished  the  library  cases  and 
the  manager  himself,  being  very  much  interested  in 
the  question  of  the  reading  of  his  employes  and  their 
families,  gives  personal  attention  to  the  selection  of 
books,  both  in  a  general  way  and  for  the  individual 
readers.  One  of  the  young  ladies  of  the  office  acts 
as  librarian  and  keeps  the  records  which  are  in  the 
usual  complete  form  of  our  public  libraries.  Dur- 
ing a  single  month  it  has  circulated  327  books  with 
a  hundred  names,  nearly  all  of  which  are  men  in 
the  factory.  It  is  interesting  to  note  that  in  a  single 
month,  out  of  327  books  read,  126  included  the  usual 
classified  books  of  biography,  philosophy,  sociology, 
etc.,  and  201  were  fiction.  It  is  noticeable  that  in 
most  of  these  factory  libraries,  after  fiction,  his- 
tory and  travel  are  the  most  pojnilar  subjects.  It  is 
also  significant  that  in  these  libraries,  the  propor- 
tion of  solid  reading  is  much  larger  than  is  usual  in 
city  lil)rarics.  The  National  Cash  Register  Com- 
pany's library  is  also  a  branch  of  the  city  library, 
serving  the  entire  neighborhood  and  keeping  regu- 
lar records.  In  this  case,  the  city  furnishes  from 
two  to  three  hundred  books  changing  them  every 
month  or  six  weeks.     Anv  books  not  on  the  shelves 


THE    HOUSE    OF    USEFULNESS,    SOUTH    PARK      (b) 


INTERIOR     OF     EXTENSION,     RUBICON       (b) 


X 


\ 


EMPLOYER    AND    EMPLOYES  I  73 

may  be  obtained  by  special  request.  In  both  these 
cases,  the  necessary  expense  of  carrying  out  the 
plan  is  borne  by  the  company.  This  item,  however, 
is  so  small  as  to  make  it  possible  for  many  others 
to  do  likewise.  This  plan  of  co-operation  with  the 
city  libraries  is  believed  to  be  a  very  practical  one 
that  could  be  easily  adopted  by  many  other  places. 

Playgrounds. — Reference  has  already  been  made 
to  the  playgrounds  in  connection  with  some  of  the 
large  manufacturing  establishments,  especially  of 
Great  Britain.  It  is  practicable  also  in  many  cases 
for  factories  in  smaller  cities  or  in  suburbs  to  open 
either  a  park  on  the  immediate  grounds  or  to  supply 
at  some  convenient  place  for  the  children  of  the 
neighborhood,  good  amusement  grounds.  These 
need  not  be  large,  a  single  city  lot,  or  less 
even,  supplying  all  that  is  necessary.  The  furnish- 
ing of  a  breathing  space  for  children  is  one  of  the 
most  important  things  that  can  be  done  in  modern 
city  life.  Offering  this  opportunity  for  their  chil- 
dren, will  have  great  influence  with  the  employes 
themselves.  Simple  games  like  volley  ball,  croquet, 
quoits,  tennis,  etc.,  with  a  few  lawn  swings  are  easily 
provided,  but  furnish  an  immense  amount  of  pleas- 
ure, health  and  recreation. 

VI.  HOW  FACTORY  PEOPLE  HAVE  SHOWN 
THEIR  INTEREST 

The  greater  part  of  this  book  has  been  occupied 
with  showing  how  employers  are  interested  and 
what  they  have  done,  because  these  are  largely  move- 


174  EMPLOYER    AND    EMPLOYES 

meiits  in  which  the  employer  must  of  necessity  take 
the  initiative.  Having  a  greater  responsibihty  and 
a  wider  opportunity,  the  employer  necessarily  thinks 
of  these  things  and  suggests  plans.  It  must  not 
be  supposed,  however,  that  the  part  taken  by  the 
employe  is  less  important  or  that  he  is  less  respon- 
sive to  the  thoughtful  action  of  others.  Experience 
shows  that  the  employes  of  every  factory  where  any 
of  these  things  is  undertaken,  respond  readily  and 
heartily  to  the  efforts  of  their  employers  and  in  re- 
turn, seek  in  many  ways  to  enlarge  upon  their  own 
opportunities.  There  is  no  doubt  that  upon  many  of 
these  questions  of  labor  the  employes  of  the  country 
have  done  some  very  careful  thinking ;  that  they  have 
sometimes  been  one-sided  cannot  be  doubted  nor  is  it 
to  be  wondered  at.  Their  suggestions  to  their  em- 
ployers as  to  how  to  reach  the  results  desired,  have 
been  in  many  cases,  wise  and  practical.  They  have 
organized  among  themselves  clubs,  societies  of  vari- 
ous kinds,  relief  associations,  provident  societies  and 
have  joined  heartily  in  all  efforts  at  beautifying  their 
homes,  thus  showing  that  to  the  extent  of  their 
ability  they  are  willing  to  assist  in  improving  labor 
conditions.  That  not  more  has  been  accomplished 
and  that  there  is  sometimes  failure  to  see  the  em- 
ployer's interests  are  due  often  to  outside  influence 
and  the  difficulty  of  changing  a  lifetime's  habits 
of  thought  within  a  few  months  or  years. 

The  True  Principle. — It  is  true  very  often  that 
when  such  efforts  are  suggested,  at  first  there  is  op- 
position from  the  employes,  largely  because  they  do 
not  understand  the  motive  or  method  of  the  em- 


EMPLOYER   AND    EMPLOYES  175 

ployer.  Undoubtedly  this  largely  results  from  the 
fact  that  for  so  many  years  the  employe  has  been 
led  to  believe  that  whatever  was  done  for  his  ad- 
vantage would  be  an  injury  to  the  employer,  and 
that  whatever  injured  the  employer  would  help  him. 
The  new  principle  of  mutual  helpfulness  will  require 
time  to  be  thoroughly  understood,  but  wdien  once 
accepted  and  adopted  will  undoubtedly  bring  good  ^ 
results. 

Women's  Clubs. — With  this  interest  shown  on  the 
part  of  the  employer,  the  employe  naturally  begins 
to  consider  his  own  opportunities.  The  formation  of 
various  clubs  and  societies  upon  his  own  suggestion 
follows ;  so  that  to-day  there  are  found  in  many  of 
the  factories  of  the  country,  literary,  social  and  mu- 
sical societies.  The  Woman's  Century  Club  of  the 
National  Cash  Register  Company  was  probably  the 
first  federated  women's  club  composed  entirely  of 
working  w^omen  in  a  factory.  This  club,  with  a  mem- 
bership of  nearly  300,  includes  practically  all  the 
young  women  employed.  For  the  past  year  its  sec- 
tions considered — in  the  History  Section,  "  Women 
in  American  Life  " ;  in  the  Home  Section,  "  The 
Working  Woman  at  Home  " ;  in  the  Current  Events 
Section,  ''  Important  Incidents  as  Gleaned  from  Cur- 
rent Periodicals  " ;  in  the  Literature  Section,  "  Au- 
thors of  Our  Own  Time.  "  The  programs  are  out- 
lined by  the  young  women  themselves  and  the  work 
is  accomplished  entirely  upon  their  own  effort,  with 
the  assistance  of  the  company's  librarian.  The  club 
meets  at  12:30  noon,  twice  a  month,  one-half  hour 
being  on  their  own  time  and  one-half  hour  on  the 


176  EMPLOYER    AND    EMPLOYES 

company's  time.  The  officers  are  entirely  chosen 
from  employes  and  the  management  is  wholly  in 
their  own  hands. 

The  Progress  Club  of  Legler  &  Company,  Dayton, 
Ohio,  and  the  Alert  Club  of  the  Gem  Shirt  Com- 
pany, of  the  same  city,  are  illustrations  of  the  good 
influence  of  example ;  both  of  these  clubs  having 
been  organized  through  the  influence  of  the  Wo- 
man's Century  Club. 

The  young  women  of  the  T.  B.  Laycock  Com- 
pany have  a  Literary  and  Social  Club  meeting  twice 
a  month  in  the  Officers'  Club  Room,  and  a  Ladies' 
^Musical  Club,  meeting  weekly.  The  young  men 
of  this  company  also  have  a  Mandolin  Club,  meet- 
ing weekly  in  the  evening,  the  company  supplying 
the  leader. 

Men's  Clubs.— The  Port  Sunlight  Men's  Club  of 
Lever  Brothers,  is  a  permanent  social  and  socio- 
logical club  composed  of  a  number  of  the  employes 
of  the  company.  There  is  also  in  this  company  a 
scientific  and  literary  society  whose  work  includes 
the  study  of  practical  and  scientific  questions,  with 
stereopticon  entertainments,  scientific  lectures,  ex- 
periments and  other  methods  of  study. 

The  Men's  Progress  Club  of  the  National  Cash 
Register  Company  has  a  membership  of  nearly  400, 
meeting  twice  each  month  in  the  evening.  Its  or- 
ganization is  as  simple  as  possible,  the  purpose  of  the 
club  being  the  discussion  of  any  topics  of  interest  to 
men  and  the  presentation  of  pleasant  entertainments. 
Frequently  the  evenings   are  occupied   by   smokers 


%^ 


•/•/% 


EMPLOYER    AND    EMPLOYES  1 79 

with  miscellaneous  entertainment,  which  affords  rest 
and  recreation. 

At  Agneta  Park,  Holland,  there  are  very  many 
organizations  including  scientific,  musical,  horti- 
cultural and  amusement  clubs.  The  various  com- 
mittees in  charge  of  these  clubs,  societies  and  in- 
stitutions arc  joined  in  what  is  known  as  a  "  United 
Committee  "  which  gives  unity  to  the  management 
of  these  special  features. 

The  employes  of  the  Cleveland  Hardware  Com- 
pany have  an  orchestra  wdiich  plays  each  Monday 
evening  in  the  offices  of  the  company,  and  a  choral 
society  which  adds  pleasure  to  the  occasion.  The 
employes  are  invited  to  bring  their  families  and 
friends  and  spend  the  evening  enjoying  the  music. 

The  Cleveland-Cliffs  Club  is  a  social  and  amuse- 
ment club  organized  wholly  by  members  on  a  busi- 
ness basis  among  themselves  but  encouraged  by  the 
company. 

Mutual  Benefit  Associations. — One  of  the  most 
popular  features  among  employes  and  one  which 
has  brought  very  great  return  has  been  the  organi- 
zation of  mutual  benefit  associations.  The  aim,  in 
general,  of  these  associations  is  financial  assistance 
during  cases  of  sickness  or  accident  somewhat  upon 
the  mutual  insurance  plan,  except  that  the  amounts 
contributed  are  very  small  and  the  membership  lim- 
ited. While  there  are  certain  points  of  similarity  in 
all  these  plans,  yet  there  are  numerous  differences 
which  commend  themselves  under  various  circum- 
stances. 


l8o  EMPLOYER    AND    EMPLOYES 

The  Chicago  City  Railway  employes  have  a  mu- 
tual aid  association  which  has  been  in  operation 
since  1894.  Its  aim  is  to  maintain  a  benefit  fund  out 
of  which  shall  be  paid  on  the  death  of  a  member  in 
good  standing,  to  his  family  or  those  dependent  upon 
him,  the  amount  of  one  assessment  on  the  whole 
body  of  members,  providing  that  such  amount  shall 
not  exceed  $500.  The  Railway  Company  contrib- 
utes a  small  amount  in  addition.  The  company, 
however,  is  in  no  way  responsible  for  the  collection 
of  the  money,  though  one  of  its  officers  serves  as 
treasurer.  This  association  has  two  provisions 
which  are  perhaps  unique.  It  provides  that  any 
member  leaving  the  employ  of  the  company  and  en- 
gaging thereafter  in  the  *'  manufacture  or  sale  of  in- 
toxicating liquors  shall  cease  to  be  a  member  of  this 
association  immediately  upon  entering  into  such 
occupation."  It  also  provides  that  "  any  member 
habitually  using  alcoholic  beverages  to  excess  will 
not  be  considered  in  good  standing  ''  and  may,  after 
hearing,  be  expelled  from  membership. 

Some  companies  have  a  system  by  which  employes 
are  asked  to  contribute  a  day's  wages,  the  company 
paying  an  equal  sum,  thus  furnishing  the  basis  of 
a  fund  until  it  is  exhausted,  when  another  assess- 
ment is  made. 

The  employes  of  the  Sherwin-W'illiams  Company 
have  a  nnitual  benefit  society  which  was  tliC  first  of 
the  manv  features  of  this  company's  work.  It  was 
formed  in  1887.  Only  employes  of  the  company  are 
eligible  t(^  membership.  The  contribution  is  i  cent 
on  the  dollar  of  wages  up  to  $10  a  week.     The  sick 


EMPLOYER    AXD    EMPLOYES  l8l 

benefits  are  50  per  cent  of  the  wages  of  the  mem- 
ber. The  death  benefit  is  $25  to  which  the  company 
adds  $75. 

The  employes  of  J.  H.  Williams  &  Company  of 
Brooklyn,  have  a  mutual  aid  society  of  200  mem- 
bers with  nearly  $1,000  on  hand.  A  weekly  pay- 
ment is  made,  taken  from  the  wages  of  each  mem- 
ber, according  to  the  amount  of  wages.  ^lem- 
bers  receive  free  medicine  and  cash  allowance  in 
case  of  illness  or  accident.  Their  death  benefit  is 
$100.  This  association  has  stood  a  severe  test  of 
extended  sickness  and  a  number  of  deaths  close 
together,  but  has  grown  steadily. 

The  Relief  Association  of  the  Lowe  Brothers  Com- 
pany of  Dayton,  Ohio,  provided  in  its  organization 
that  until  the  treasury  contained  $200,  only  accident 
benefits  should  be  paid ;  after  that  regular  sick  bene- 
fits on  the  basis  of  $3  and  $6  each  week.  The  com- 
pany contributed  $100  as  the  basis  of  the  organiza- 
tion and  supplies  the  needed  stationery  for  the  rec- 
ords. Payments  are  made  weekly,  the  Secretary  of 
the  Association  having  a  desk  near  the  paymaster 
and  receiving  dues  immediately  after  wages  are  paid. 
The  entire  control  is  in  the  hands  of  the  employes. 

The  Relief  Association  of  the  National  Cash  Reg- 
ister Company  is  an  organization  wholly  supported 
and  managed  by  its  members.  The  association  was 
organized  in  1896,  is  incorporated  under  the  laws  of 
the  state  and  controls  entirely  its  own  afifairs.  Its 
officers  are  elected  annually,  while  its  regular  meet- 
ings for  reports  are  held  semi-annually.  The  im- 
mediate control  is  in  the  hands  of  an  executive  com- 


l82  EMPLOYER    AND    EMPLOYES 

mittee  which  consists  of  a  president,  vice-president 
and  six  members.  Tlie  memliers  are  divided  into 
two  classes,  $6.50  per  week  beino^  the  dividino^  line. 
The  members  of  the  first  class,  under  this  amount, 
pav  5  cents  a  week  and  in  case  of  sickness  receive  50 
cents  a  day  (Sunday  excluded)  for  thiiteen  weeks. 
The  members  of  the  second  class,  above  the  amount, 
pav  10  cents  a  week  and  receive  $1  a  day  ( Sun- 
da  vs  excluded)  for  thirteen  weeks.  In  case  of 
death,  benefits,  amounting  to  $37.50  and  $75  are 
paid  to  the  family.  The  association  employs  a 
physician  who  examines  each  case  of  sickness 
and  certifies  that  the  member  is  entitled  to  bene- 
fits. The  physician  also  will  attend,  if  desired, 
the  member  without  further  fee.  The  member- 
ship ceases  upon  severing  of  relations  with  the 
company.  The  association  has  a  membership  of 
about  1.200  and  pays  out  annually  over  $4,800  in 
benefits.  The  records  are  kept  by  a  secretary  and 
treasurer,  the  company  allowing  certain  hours  of 
each  week  to  the  secretary  to  make  the  proper  collec- 
tion of  dues  in  the  factory.  The  company  also  sup- 
plies whatever  printed  matter  is  needed.  Further 
than  this,  the  association  is  entirely  self-supporting. 
In  this  and  other  associations  where  the  payments 
are  purely  voluntary,  small  pass  books  are  used,  pre- 
pared somewhat  in  the  following  form,  in  which  the 
amount  and  date  mav  be  entered : 


EMPLOYER    AND    EMPLOVEi 


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184  EMPLOYER    AND    EMPLOYES 

Fels  &  Compaii}'  of  Philadelphia  have  a  mutual 
aid  association  which  is  materially  assisted  by  the 
company   itself. 

Rowntree  &  Company  add,  in  case  of  sickness,  an 
amount  equal  to  the  benefit  paid  by  the  association. 

The  Illinois  Steel  Company  Relief  Association 
pays  75  cents  per  day  with  $100  funeral  benefits,  on 
a  monthly  fee  of  25  cents. 

The  Estey  Organ  Company  Benefit  Association 
is  organized  on  a  plan  of  contributions  of  $i  from 
each  member  per  year.  The  company  adds  25  per 
cent  to  this  amount.  During  recent  years  the  sur- 
plus was  so  large  that  it  was  agreed  to  make  the 
contribution  only  50  cents,  with  the  proviso  that  the 
other  50  cents  would  be  called  for  if  needed. 

The  Building  Association  connected  with  the 
Proctor  &  Gamble  Company  was  incorporated  in 
1887,  and  has  an  authorized  capital  of  $500,000.  It 
has  a  board  of  nine  directors,  chosen  by  the  share- 
holders, all  employes  of  the  company.  There  are 
about  450  shareholders,  60  of  whom  are  borrowers 
and  are  paying  for  homes.  Although  the  Associa- 
tion has  a  reserve  fund  of  $1500  for  losses,  it  has 
never  had  occasion  to  use  it.  for  there  have  been  none. 
Many  of  the  depositors  use  their  money  for  the  pur- 
chase of  shares  of  the  stock  of  the  company. 

Among  other  instances  of  a  character  similar  to 
these  are  the  Cleveland  Hardware  Company,  the 
Stillwell-Bierce  &  Smith-Wiile  Company,  Day- 
ton, Ohio;  the  Cambria  Steel  Company,  Johns- 
town, Pa.,  and  the  Crawford.  ?sIcGrcgor  &  Canbv 


EMPLOYER   AND    EMPLOYES  187 

Company  of  Dayton.  This  las^  society  unites  with 
its  rehef  work  the  social  element,  its  gatherings 
of  members  at  frequent  intervals  being  very  popu- 
lar, and  adding  much  to  the  success  of  the  society. 
These  meetings  are  social,  literary  and  musical,  and 
are  held  in  a  hall  near  the  works,  or  in  summer  in  a 
grove. 

General  Organization. — Summing  up  these  in- 
stances of  benefit  features  which  are  becoming  more 
and  more  numerous  among  factories  generally,  it 
would  seem  evident  that  the  popular  form  is  to  have 
these  organizations  controlled  by  the  employes,  a 
board  of  directors  being  selected  by  themselves, 
membership  in  the  association  being  lirriited  to  those 
connected  with  the  company  and  ceasing  upon  sev- 
ering relations. 

In  some  cases,  collections  are  made  by  the  pay- 
master and  taken  from  the  wages  each  week  or 
month,  while  in  other  cases  the  collections  are  made 
by  the  officers  of  the  association,  either  during  work- 
ing hours  or  at  certain  places  near  the  entrance  im- 
mediately after  working  hours.  The  weekly  amounts 
vary  from  four  to  fifteen  cents.  The  benefits  vary 
from  $2  to  $6  per  week,  where  definite  amounts  are 
paid,  and  from  one-third  to  one-half  the  regular 
wages  where  graded  amounts  are  allowed.  The 
funeral  benefits  are  from  $25  to  $100.  In  a  few  in- 
stances the  association  provides  a  physician.  In 
others,  the  company  engages  a  physican  for  special 
cases,  while  in  still  others,  the  company  has  a  phy- 
sician who  is  paid  a  regular  salary. 


1 88  EMPLOYER    AND    EMPLOYES 

Some  companies  pay  regularly  into  the  treasury  of 
the  association  a  certain  proportion  of  the  receipts. 
In  others,  it  has  provided  the  foundation  for  the 
fund.  In  most  of  them,  however,  the  amounts  are 
entirely  contributed  by  the  employes  themselves. 

It  is  evident  that  care  and  thoughtfulness  will 
make  these  organizations  of  very  great  practical 
benefit.  It  is  still  as  evident  that  in  most  cases  some 
careful  supervision  is  necessary  on  the  part  of  the 
company  itself  to  avoid  the  friction  that  frequently 
comes  in  factories  employing  large  bodies  of  men 
and  women.  This  is  especially  true  where  the  num- 
ber of  changes  is  considerable.  The  more  permanent 
the  employment,  the  simpler  the  control  has  been 
found  to  be. 

Lunch  Clubs. — Among  the  features  which  prop- 
erly enter  into  this  chapter,  may  be  mentioned  the 
organization  of  lunch  clubs  in  various  cities  of  the 
country,  usually  by  the  co-operation  of  women's 
clubs  and  the  employes  of  stores  or  factories.  The 
lunch  club  at  the  Western  Electric  Works,  already 
described,  is  an  example  of  organization  in  a  single 
factory.  Another  illustration  of  the  method  adopted 
for  general  service  may  be  found  in  the  Lunch  Club 
of  Denver,  the  account  of  whose  work  was  given 
recently  by  Mary  S.  Paden,  a  member  of  one  of  the 
committees : 

The  enterprise  was  the  outgrowth  of  a  meeting 
of  the  Women's  Clubs  of  that  city  for  discussion  of 
what  could  be  done  beyond  the  usual  literary  and 
social  features  of  women's  clubs.  The  Stenographers' 


EMPLOYER    AND    EMPLOYES  1 89 

Association  suggested  a  down-town  Rest  and  Lunch 
Club  for  women. 

The  new  proposition  was  to  take  rooms  as  cen- 
trally located  as  possible,  fit  up  a  room  suggestive  of 
rest  and  quiet,  with  lounges  and  easy  chairs,  and 
have  a  matron  in  charge ;  and  to  have,  in  connection 
with  this,  a  lunch  room  where  women  could  bring 
home  lunches  and  be  welcome  to  eat  them  in  comfort, 
to  add  a  hot  drink  or  a  dish,  to  order  a  good,  "  home- 
cooked  "  lunch  at  prices  as  near  cost  as  possible. 
The  only  profits  desired  were  such  as  would  support 
the  undertaking  and  enlarge  its  scope  and  advan- 
tages from  time  to  time. 

In  September,  1899,  a  Lunch  Club  was  organized 
at  a  meeting  called  for  that  purpose;  November  ist, 
a  board  of  twenty-five  managers  was  elected,  with  a 
proportion  of  fourteen  club  women  and  eleven  busi- 
ness women.  Committees  were  appointed,  including 
others  than  directors.  The  House  Committee  set 
to  work  to  find  a  location ;  the  Dining  room  Com- 
mittee, as  they  expressed  it,  "  learned  a  lot  about  the 
restaurant  business.  " 

A  notable  feature  was  the  interest  taken  in  the  pro- 
ject by  employers  of  women,  particularly  the  large 
establishments.  It  is  an  understood  fact  that  women 
of  standing  and  influence  in  a  community  can  ad- 
vance any  cause  of  this  kind  which  they  back  more 
readily  and  easily  than  any  band  of  workers  or  men 
reformers  could  do  it.  One  view  of  the  question,  as 
expressed  by  intelligent  men,  is :  If  some  things  are 
wrong  in  the  conditions  of  women  employes,  why 


190  EMPLOYER    AND    EMPLOYES 

should  we  be  expected  to  study  or  right  them,  if 
women  take  no  interest  or  make  no  effort  them- 
selves ?  Influential  women,  as  valuable  customers  of 
establishments  or  moulders  of  social  opinion  in  a 
community,  could  secure  almost  any  improvement  in 
the  condition  of  women  employes  in  establishments 
or  communities,  by  intelligent  grasp  of  those  con- 
ditions and  co-operation  with  the  employes  and  also 
the  employers. 

In  carrying  out  this  project,  the  heads  of  estab- 
lishments were  interested  and  enthusiastically  co- 
operated in  supplying  the  rooms  with  the  proper  fur- 
nishings and  printed  matter.  They  furnished  lists 
of  names  and  addre^es  of  their  employes  and  gave 
special  prices  on  many  of  the  things  purchased  by 
the  committees  for  the  rooms  themselves.  The  vounsf 
women  determined  to  act  strictly  from  a  business 
standpoint,  and  in  return  for  all  cash  donations, 
equivalents  were  given  in  membership  tickets  to  be 
used  by  the  recipients  or  to  be  given  by  them  to 
others  who  might  need  them.  The  sale  of  these 
membership  tickets  increased  their  funds  materially. 
The  annual  membership  is  $2,  ($1  for  six  months), 
and  entitles  the  holder  to  vote  at  the  annual  meet- 
ings and  to  the  privileges  of  the  rest  room,  while 
non-holders,  wishing  to  avail  themselves  of  the  rest 
or  dining  room  privileges,  must  pay  a  daily  fee  of  5 
cents  in  addition  to  the  dining  room  charges. 

On  vSaturday.  January  27.  1900,  the  Women's 
Lunch  Club  of  Denver  was  formally  opened,  its 
quarters  consisting  of  three  stores  in  a  new  block, 


EMPLOYER   AND    EMPLOYES  19I 

one  being  set  aside  for  a  rest  room,  cosily  and  pret- 
tily furnished,  with  deep  cushioned  window  seat, 
lounges,  easy  chairs,  writing  desk,  and  furnished  en- 
tirely with  donated  articles,  while  tw^o  stores  were 
thrown  into  one  for  dining  room,  with  kitchen  at 
rear. 

On  the  following  Monday,  the  first  lunch  was 
served,  and  appetizing  "  home-cooked "  viands 
served  in  tempting  style  at  prices  within  the  reach 
of  all.  The  rooms  have  been  wxU  patronized  and 
much  enjoyed  since  their  opening,  and  membership 
tickets  have  been  selling  steadily.  A  consignor's 
table  of  edibles  is  established,  thus  making  an  extra 
source  of  revenue  for  the  club  and  furnishing  wo- 
men a  market  for  their  home-cooked  specialties. 
Evening  club  and  social  meetings  are  held  at  the 
rooms  and  educational  classes  are  planned  for. 

The  membership  includes  club  and  home  women, 
independent,  business  and  professional  women, 
those  employed  in  large  or  small  dry-goods  and  other 
establishments,  clerical  workers  from  office  build- 
ings and  stores,  etc.,  and  is  particularly  an  effort  by 
women  for  women  in  a  new  field,  its  end  being  not 
only  material  advancement,  but  a  widening  of  out- 
look and  mutual  understanding  and  effort,  such  as 
women  must  become  accustomed  to  before  their  ac- 
complishment can  be  much  for  their  own  betterment 
or  that  of  the  world. 

Cooperation. — An  illustration  of  the  reciprocity 
shown  by  employes  and  their  willingness  to  assume 
their  share  in  an  enterprise  may  be  found  in  a  s'tate- 


192  EMPLOYER    AND    EMPLOYES 

ment  recently  issued  by  the  members  of  the  Steel 
Works  Clubs,  of  JoHet,  111.  Numerous  other  simi- 
lar examples  could  be  stated  showing  the  zeal  of 
employes  in  developing  their  side  of  the  work  sug- 
gested. 

The  statement  referred  to  says : 

"  It  is  but  right  and  proper  that  we  should  show 
our  appreciation  of  the  efforts  of  the  Illinois  Steel 
Company  and  the  efforts  of  those  members  who  are 
giving  their  time,  and  cooperation  in  the  interests 
of  this  club,  by  the  members  generally  doing  some- 
thing themselves  for  the  club.  It  is  therefore  sug- 
gested that  those  enjoying  the  privileges  of  the  bil- 
liard room  should  devise  ^ome  arrangement  in  order 
to  pay  for  the  re-covering  of  the  tables  and  the  re- 
pairs   needed. 

*'  We  have  opened  a  poll  so  that  our  members  may 
vote  for  the  books  they  desire  bought  for  our 
library,  and  it  is  suggested  that  some  arrangement 
should  be  devised  so  as  to  meet  this  expenditure. 
The  dues  of  the  club  are  not  sufficient  to  enable  us 
to  pay  anything  towards  the  salary  of  the  employes 
or  the  repair  of  billiard  tables,  bowling  alley,  or  the 
purchase  of  new  books  for  our  li1)rary. 

*'  There  is  no  class  in  this  club  that  is  self-sus- 
taining. In  other  institutions  of  this  character, 
where  the  dues  are  two  to  five  times  the  amount 
paid  by  the  members  of  this  club,  there  is  an  income 
from  some  parts  of  the  institution,  but  not  so  with 
this,  and  we  should  try  and  overcome  the  loss.  Let 
us  go  to  work  for  our  club,  improve  it  and  do  some- 


EMPLOYER    AND    EMPLOYES  1 93 

thing  for  fellow  members.  The  obligation  rests 
upon  every  man  to  do  something  for  his  neighbor. 
You  should  do  it  for  your  fellow  members  of  this 
club." 

VII.  RESULTS 

To  Employer. — Not  the  least  of  the  results  of  the 
efiforts  herein  set  forth  has  been  the  arousing  of  an 
interest  on  the  part  of  employers  and  employes  alike 
in  the  questions  of  their  relationship.  For  genera- 
tions it  has  been  assumed  that  there  must  be  antago- 
nism between  the  two.  Step  by  step,  however,  men 
are  finding  that  the  relations  of  employer  and  em- 
ploye are  not  those  of  enemies  but  of  co-workers. 


V 


While  the  entire  movement  is  too  recent  to  be  able  to 
give  many  definite  figures,  yet  the  testimony  of  em- 
ployers is  that  from  their  standpoint,  these  methods 
have  resulted  in  a  better  class  of  workmen  with  a 
tendencv  to  remain  more  permanentlv  at  their  work ; 
that  they  Ijave  given  better  skill  and  more  content-  (g, 
ment,  hence  better  output,  more  of  it  and  at  a  lower 
cost.  Without  doubt,  some  of  the  great  advance- 
ment made  by  American  manufacturers  within  the 
past  few  years  must  be  referred  to  the  changes  in 
many  of  our  largest  manufactories  resulting  from 
the  adoption  of  some  of  these  plans. 

A  recognition  that  the  principles  here  illustrated 
of  daily  thoughtfulness  for  the  comfort  and  life  of 
workmen,  are  the  wisest  policy,  and  the  adoption 
of  manv  of  these  methods  by  an  increasing  num- 
ber of  merchants  and  manufacturers,  are  the  best 


194  EMPLOYER    AND    EMPLOYES 

evidences  of  the  excellence  of  this  modern  idea  of 
the  relations  of  factory  people  and  their  employers. 
A  single  instance  may  be  given  of  figures  which  will 
illustrate  the  results  of  these  methods  in  one  depart- 
ment of  a  factory.  In  this  department,  girls  only 
are  employed  and  hand  work  is  done.  Comparing 
the  year  before  any  of  these  things  were  done  with 
the  last  year  with  all  the  advantages  possible  to  be 
given  to  young  women,  it  has  been  found  that  the 
output  of  the  department  increased  during  that 
time  50  per  cent,  and  that  the  cost  to  the  company  for 
the  work  done  in  that  room  on  each  machine  de- 
creased 31.4  per  cent.  Meanwhile  the  average 
wages  of  the  girls  increased  during  the  first  two 
years  22.4  per  cent,  and  during  the  next  year  22.5 
per  cent  above  this.  This  is  clear  evidence  of  the 
value  of  these  methods  to  employer  and  employe  alike 
jind  this  one  room  is  an  example  of  many  that  may 
he  given. 

To  Employe. — On  the  part  of  the  employes  hap- 
piness and  more  contented  homes,  better  education 
for  their  children,  opportunities  for  self-culture 
and  encouragement  to  more  beautiful  surroundings 
have  all  contributed  to  make  better  citizens  with 
higher  ambitions  and  a  fair  recognition  of  the  posi- 

\  tion  and  abilities  of  their  employers. 

]  It  is  not  assumed  that  these  methods  have  already 
solved  the  labor  questions,  but  they  are  certainly 
a  valuable  contribution  to  the  development  of  those 
better  conditions  for  which  every  one  hopes  in  the 
near  future. 

To  the  Public. — Interest  in   this  question   is  not 


EMPLOYER    AND    EMPLOYES  1 97 

confined  to  the  employer  and  employe  alone,  for  if 
these  things  continue  and  increase,  the  customers 
themselves  will  soon  recognize  the  result  in  the  im- 
proved character  of  the  product  which  they  buy. 
This  means  better  living  and  better  and  more 
thoughtful  life  in  every  part  of  the  country. 

VIII.  OPIXIOXS 

The  ideas  and  methods  suggested  in  this  little 
handbook  have  received  attention  from  all  classes  of 
people,  including  employers  and  employes,  stu- 
dents of  social  problems  and  well  known  writers 
in  newspapers  and  periodicals.  The  opinions  ex- 
pressed by  them  in  various  forms  are  valuable  as 
showing  the  drift  of  thought  and  the  encouragement 
given  by  those  best  qualified  to  form  opinions  upon 
these  questions. 

Opinions  of  Manufacturers. — An  officer  of  the 
Acme  \Miite  Lead  and  Color  Works,  which  has  sys- 
tematically introduced  a  large  number  of  new  fea- 
tures says : 

"  Our  plan  of  organization,  which  was  based 
very  largely  upon  observations  of  what  the  National 
Cash  Register  Co.  were  doing,  with,  of  course,  such 
modifications  as  were  necessary,  owing  to  dififerences 
in  conditions,  is  working  very  nicely.  We  think  the 
first  feeling  of  '  uncertaintv  '  amonp-  our  emploves. 
due  to  the  radical  feature  of  the  new  policy,  has  been 
largely  overcome,  and  we  are  feeling  the  benefit  of 
co-operative  work  all  along  the  line.  \\'e  aim  to 
treat  our  employes  in  a  fair  and  impartial  manner,  to 


198  EMPLOYER    AND    EMPLOYES 

make  the  conditions  in  connection  with  their  work 
as  agreeable  and  interesting  as  possible,  by  taking' 
every  precaution  in  the  way  of  cleanliness  and  sani- 
tation to  guard  health,  and  by  making  their  sur- 
roundings as  pleasing  as  can  be  done,  and  by  impart- 
mg  a  more  thorough  knowledge  of  the  materials 
which  they  are  constantly  using,  to  interest  them  in 
their  work  and  induce  development  along  this 
line.  We  endeavor  to  place  a  premium  upon  merit 
by  recognizing  and  rewarding  it  promptly.  Our 
records  of  departmental  and  individual  work  all  tend 
to  produce  this  result.  \Yc  are  well  pleased  with 
what  has  been  accomplished  and  believe  that  we 
can  join  in  saying  that  '  k  pays  '^not  only  the 
companv,  buLthe  employe.'' 

Mr.  Thomas  Neal,  secretary  of  the  same  com- 
pany says : 

"  We  believe  that  if  plans,  based  upon  the  above 
system,  regulated,  of  course,  to  fit  conditions  in  each 
case,  were  instituted  by  all  large  manufacturing  con- 
cerns or  those  who  employed  labor  largely,  it  would 
forever  do  away  with  the  differences  which,  under 
existing  conditions,  are  constantly  arising  between 
employer  and  employe,  and  that  the  labor  question 
would  l)e  settled  once  for  all.  It  is  a  plan  under 
wdiich  all  concerned  must  bear  and  forbear,  and  one 
that  is  bound  to  bring  out,  not  only  the  best  as  re- 
gards service  and  treatment,  but  the  l)est  possible 
understanding  and  a  feeling  of  cordial  co-opera- 
tion that  nuist  result  to  the  benefit  of  all.  Under 
such  a  system  laggards  cannot  progress.  l)ut  the  na- 
tural  course   of   events   must   drop   out.      X^ie   cm^ 


EMTLOYER    AND    EMPLOYES  1 99 

plover  must  realize  that  he  is  dealing  with  his  em-^ 
^ployes   as   man   to   man,   and   they   should   not   and 
cannot  be  treated  as  working  machines.  " 

"  We  are  not  doing  this  as  philanthropic  w^ork.  but 
as  a  business  venture.  We  think  the  money  we 
intend  to  put  into  the  idea  will  come  back  in  the 
shape  of  increased  output  and  better  work.  " — Chas. 
E.  Adams,  \'ice-President  and  General  Manager, 
Cleveland  Hardware  Co. 

Mr.  John  H.  Patterson,  President  of  the  Na- 
tional Cash  Register  Company,  of  Dayton,  Ohio,  is 
quoted  as  saying: 

*'  We  buy  physical  and  mental  labor.  If  it  pays 
to  take  care  of  a  good  animal  that  only  returns  phy- 
sical work,  how  much  more  important  is  it  for  the 
employer  to  take  care  of  the  employe  returning  both 
physical  and  mental  labor. 

"  We  believe  that  people  are  a  part  of  all  they 
have  met;  that  is,^all  they  have  seen  and  heard  is 
absorbed  by  them,  and  it  therefore  pays  to  have  good 
mHuences  and  surroundings  for  them.  We  have  tried 
DOth  plans  and  believe  that  the  three  per  cent  of  our 
annual  pay  roll  which  we  spend  on  movements  for 
industrial  betterment  yields  us  approximately  be- 
tween five  and  ten  per  cent  profit  in  actual  dollars 
and  cj^nts.  " 

Fels  &  Co.,  Philadelphia,  say:  "We  cannot  see 
an  increase  in  material  work  equal  to  increase  in  wa- 
ges and  decrease  in  hours,  but  the  result  in  that  di- 
rection is  not  at  all  discouraging.  There  is  recog- 
nizable a  cheerfulness  and  interest  throughout  the 
place,  to  be  attributed  largely  to  the  sense  of  fair 


2  00  EMPLOYER   AND    EMTLOYES 

treatment.  The  need  of  close  overseeing^  [s  less  tjian 
formerly.  We  think  we  see  a  more  self-respecting 
bearing  and  cordiality  towards  the  firm,  which  fully 
justify  all  concessions  made." 

"  \Ye  might  add,  in  summing  up  in  a  general  vvay, 
that  one  marked  result  of  incorporating  into  our 
business  some  of  these  methods,  has  been  the  fact 
that  we  are  enabled  to-day  to  secure  a  better  class  of 
help,  more  intelligent,  and  doing  better  work  than 
it  was  possible  to  secure  before." — L.  H.  Parke  & 
Co.,  Philadelphia. 

"  Words  are  said  to  have  golden  pencils,  but  more 
eloquent  than  any  words,  more  golden  than  any  pa- 
role testimony,  was  the  sensation  of  seeing  and  re- 
alizing what  an  uplifting  influence  a  single  estab- 
lishment can  have,  not  alone  upon  its  employes,  but 
upon  an  entire  community,  developing  the  prime  fac- 
tor of  happiness  and  prosperity,  the  brotherhood  of 
man." — W.  D.  Henderson,  the  Henderson  Litho. 
Co.,  Cincinnati,  O. 

**  This  plant  [Heinz  &  Co.]  is  one  of  the  object 
lessons  in  industrial  betterments,  for  other  manu- 
facturing concerns  have  sent  representatives  to 
study  the  arrangements  for  the  education  of  em- 
ployes. It  is  known  that  in  two  cases  there  were 
decisions  to  provide  similar  accommodations. 
Some  foreigners  visiting  this  country  cannot  under- 
stand why  such  elaborate  efforts  are  extended  for 
the  comfort  of  factory  employes.  *  There  is 
nothing  like  this  in  all  ?)ritain.'  said  one  of  them 
recently,  as  he  went  through  the  new  build- 
ing. '  We  would  not  know  what  to  make  of  this  over 


EMPLOYER    AND    EMPLOYES  20I 

there.  I  do  not  see  how  you  expect  to  get  your 
money's  worth  out  of  it.  '  When  Air.  Heinz  was 
asked  whether  he  thought  the  firm  would  be  repaid 
for  the  money  spent  in  tliis  way,  his  answer  was,  '  I 
have  never  given  that  side  of  the  matter  any  thought. 
We  are  fuHy  repaid  when  we  see  our  employes  en- 
joying themselves,  and  spending  their  noons  and 
evenings  in  a  profitable  manner  to  themselves.  And 
then,  you  know,  this  makes  a  little  Heaven  here 
below,  and  that  is  something  worth  having.'  " 

In  an  article  regarding  a  textile  mill  com.pany  in 
Massachusetts,  "  Social  Service  "  says : 

"  The  company  is  very  strict  in  the  matter  of  the 
morals  of  the  people.  W^hile  they  do  not  pretend 
to  say  what  they  shall  do  outside  of  the  mills,  they 
do  claim  the  right  to  say  whether  they  shall  work 
for  them  if  their  manner  of  living  is  not  what  it 
should  be  outside.  They  will  not  knowingly  keep  in 
their  employ  persons  who  are  intemperate;  and  in 
many  instances,  through  the  means  of  their  strict 
discipline,  have  been  able  to  keep  from  drink,  men 
who,  otherwise  would  have  been  confirmed  drunk- 
ards. In  this  way  they  have  been  able  to  improve  the 
condition  of  their  people ;  and  to-day  their  workers 
are  among  the  best  in  the  textile  mills  in  ]\Iassa- 
chusetts.  The  people  do  not  object  to  this  discipline, 
but  on  the  whole  like  it,  as  they  are  quick  to  discern 
that  it  is  helpful  to  them,  as  well  as  their  employ- 
ers. " 

An  employer  says,  "  AMiat  I  have  done  I  planned, 
not  on  the  basis  of  charity  or  philanthropy,  but  on 
the  principle  that  what  my  employes  received  was 


202  EMPLOYER    AND    EMPLOYES 

their  rightful  share,  and  when  they  were  in  my 
works  they  made  full  and  ample  return.  I  am, 
therefore,  sharing  the  prosperity  of  my  business 
with  those  who  have  helped  me  make  it.  "  Another 
employer, — "  My  employes  have  done  a  large  share 
in  producing  my  wealth,  and  I  owe  them  some  rec- 
ognition of  that  fact."     (Social  Service.) 

The  Cleveland  Hardware  Co.  (January,  1900)^ 
testifies : 

"  Although  we  believe  that  what  we  are  doing  is 
most  practical  and  philanthropic,  our  company  does 
not  feel  that  it  is  a  philanthropy  but  a  good  busi- 
ness proposition.  We  believe  that  the  manufactur- 
ing plant  of  the  future  will  not  be  designed  without 
arrangements  being  made  for  club  rooms,  dining 
rooms,  bath  rooms,  and  similar  conveniences  for  its 
employes,  and  we  are  contemplating  putting  in  all 
of  these  ourselves,  for  we  realize  that  the  co-opera- 
tion and  good  will  of  our  employes  is  money  in  the 
company's  pocket." 

Opinions  of  Employes. — One  of  the  best  testimo- 
nies to  the  justice  of  these  methods  is  that  of  the 
Dayton  (O.)  Trades  and  Labor  Assembly,  from 
which  the  following  is  taken : 

"  Believing  that  our  fellow  workers,  as  a  rule, 
are  ambitious  to  rise  above  mere  shop  hands,  and 
that  every  effort  made  by  the  manufacturers  of  the 
city  to  better  the  condition  of  their  employes  should 
be  promptly  recognized  ;  and  having  learned  of  the 
many  economic  features  existing  in  the  Xalional 
Cash  Register  Works  to  make  its  employes  inde- 
pendent, skillful  workmen  and  intelligent  citizens; 


UN'.VtKolTV 

^ALiFOH^ 


EMPLOYER    AND    EMPLOYES  205 

we  believe  that  such  acts  will  do  more  to  create  a 
mutual  respect  and  render  cooperation  between 
employer  aiid  employe  possible  than  any  other 
method ;  and  we  feel  that,  as  mechanics  and  artisans, 
we  should  take  this  means  of  expressing  our  hearty 
commendation  of  the  course  pursued." 

Opinions  of  Students. — "  A  great  factory  system 
organized  upon  principles  of  brotherhood,  openly 
professing  the  Golden  Rule  as  its  doctrine,  advocat- 
ing the  care  and  training  of  men's  minds  and  spirits, 
while  employing  their  hands,  is  so  unique,  so  alto- 
gether captivating,  that  it  would  require  not  above 
an  hour's  inspection  most  effectually  to  silence  for 
the  time  being  the  loudest  grumbler  at  modern  in- 
dustrial conditions.  Quite  the  most  unique  thing 
about  it  all,  too,  is  the  naive  confession  by  the  com- 
pany that  they  find  business  profit  in  what  they  are 
doing  for  their  people." — Rev.  Edgar  Wliitaker 
Work,  D.D.,  in  "  The  Independent.'' 

"  To  conduct  a  great  business  which  stretches  out 
all  over  the  world,  and  to  practice  at  the  same  time 
the  practical  gospel  of  good  will  to  men,  is  about  as 
far  as  any  one  can  go  until  we  get  wings." — Joseph 
Jefiferson. 

"  The  intelligent  and  faithful  efforts  of  men  in 
great  undertakings  of  this  nature  are  sure  to  bring 
about  far  more  acceptable,  because  far  more  just,  re- 
lations between  employer  and  employe." — Dr.  James 
H.  Canfield,  Librarian,  Columbia  University. 

''  An  earnest  effort  like  this  to  solve  by  business 
principles,  and  at  the  same  time  in  a  kindly  spirit, 
the  great  problem  of  the  best  relations  between  em- 


\ 


2o6  EMPLOYER    AND    EMPLOYES 

ployer  and  the  employed  is  an  important  and  patri- 
otic contribution  to  the  welfare  of  our  beloved 
country  and  to  its  still  higher  elevation  among  the 
nations." — Hon.  Andrew  D.  White,  Ambassador  of 
the  U.  S.  to  Germany. 

"  I  think  it  ought  to  be  shown  that  a  man's  indus- 
trial pursuits  are  not  divorced  from  his  manhood, 
from  his  character,  his  tastes,  ethics  and  religion, 
but  that  the  entire  personality  makes  the  employer 
and  the  laborer.  This  is  a  truth  supremely  needed 
in  the  industrial  pursuits  ;  it  is  calculated  to  revolu- 
tionize business.  This  principle  the  manufacturer 
recognizes ;  and  I  hope  the  principle  on  which  the 
practice  rests  will  be  made  more  evident.  In  my 
remarks,  I  call  it  the  sociological  factor. 


"JJUic^  esthetic  clement  m  the  cstaljlishment  is  of 
great  importance.  The  vulgarity  so  common  in 
most  industrial  plants  and  in  their  surroundings 
has  been  regarded  by  some  as  almost  irremediable. 
You  have  solved  the  question  most  favorably,  and 
I  think  it  ought  to  lead  to  imitation.  You  justly 
regard  the  relation  of  the  establishment  to  the  entire 
community  worthy  of  much  consideration ;  and  your 
example  ought  to  be  contagious. 

''  I  believe  great  and  permanent  influence  will  be 
exerted  by  the  proof  that  your  method  has  its  basis 
in  economics,  humanity,  sociology  and  esthetics." — • 
Dr.  T-  n.  Stuckcnlier.Q-.  CnmlM-Jdixe^rass. 

"  While  it  is  true  that  such  endeavors  are  not 
*  philanthropy  '  in  the  ordinary  sense  of  the  term,, 
yet  on  the  other  hand  they  are  not  mere  expedients 
for  increasing  profits,  though  the  efforts  have  been 


EMPLOYER    AND    EMPLOYES  207 

financially  remunerative.  It  must  be  recognized 
that  the  basis  of  this  concord  between  employer  and 
€mploye  is  justice;  or,  as  one  employer  has  stated 
it,  modifying  an  old  adage,  '  it  pays  to  be  just.'  " — 
Professor  Paul  Monroe,  Teachers'  College,  New 
York. 

"  The  result  is  felt  in  better  labor,  better  machines 
and  a  better  moral  atmosphere." — "  New  Socialism," 
Bourke  Cockran. 

"  It  is  a  plan  that  practically  meets  the  needs  of 
working  people,  and  from  it  we  can  gather  much  that 
will  be  helpful  to  the  thousands  of  young  girls,  who 
yearly  come  under  our  care." — C.  V.  Drink  water, 
Boston  Young  Woman's  Christian  Association. 

"  Fair  dealing,  cooperation  and  profit-sharing 
will  prove  to  be  wiser  than  strikes,  boycotts  and 
lockouts.  Here  is  a  field  for  capital  to  display  fine 
•executive  ability,  sound  economic  wisdom  and  a  pro- 
gressive philanthropic  spirit  as  well." — Governor 
James  A.  Mount  of  Indiana.  (Labor  Day  Ad- 
dress.) 

"  '  What  more  than  wages  ? '  is  an  industrial  ques- 
tion that  is  being  asked  by  men,  some  of  whom  feel 
that  the  labor  share  of  their  Wealth-production 
should  have  a  larger  reward  than  the  mere  payment 
of  wages  ;  other  employers  are  sufficiently  far-sighted 
to  recognize  that  whatever  makes  the  worker  more 


human,  more  contented,  more  skilled,  is  a  positive 
industrial  asset  iti  the  biminp'^^  anri  i^  n  large  factor 
in  mdustrial  stability." — Dr.  W.  H.  Tolman. 

Press  Opinions. — "  ^Municipalities  are  feeling  more 
deeply  the  importance  of  providing  conditions  nee- 


2o8  EMPLOYER    AXU    EMPLOYES 

essary  for  physical  and  moral  health.  Employers 
of  labor  are  beginning  to  see  that  stronger  workmen 
can  do  more  work,  that  more  intelligent  workmen 
can  do  more  intelligent  work,  that  more  conscien- 
tious workmen  can  do  more  conscientious  work,  and 
that  it  pays,  therefore,  to  invest  something  in  the 
manhood  of  their  men." — Brooklyn  Citizen. 

"  When  employers  see  that  their  influence  easily 
leads  their  employes  to  insist  upon  better  schools, 
better  streets,  better  parks  and  better  government, 
and  that  such  increased  interest  will  mean  a  higher 
character  in  municipal  afifairs,  decreased  taxation  and 
the  attendant  advantages,  they  will  do  more  to  cul- 
tivate improved  conditions  among  all  those  who  may 
be  employed  by  them  and  to  make  their  factories 
centres  of  a  better  life  for  themselves  and  others." — 
'*  A  Model  Factory  Town,"  in  Municipal  Affairs. 

"  By  giving  the  men  rnore  comforts  and  accon;i- 
modations,  they  are  enaljlecTtcj^do  mucTTljetter  work, 
and  at  Tlie  same  time  it  js^^^n  ijiront ive  toward  t h e 
attainment  of  a  better  moral  condition." — Clcvchvid 
Plain  Dealer. 

"  Whatever  makes  the'  wage-earners  contented 
with  their  homes  has  value  for  the  employer,  for  the 
greater  the  home  contentment  the  less  likely  will  the 
workingmen  be  to  do  that  which  will  imperil  it  or 
impair  its  integrity.  The  very  inexpensive  and  sim- 
ple application  of  the  fundamental  principles  of  land- 
scape gardening  to  the  factory  grounds  and  the 
homes  of  the  wage-earners  is  the  first  step  in  the 
improvement  of  their  condition  by  any  employer 
who  feels  that  he  owes  his  staff  more  than  the  mere 


EMPLOYER    AND    EMPLOYES  209 

payment  of  wages.  The  same  reasoning  will  apply 
to  the  managers  of  trolley  lines  and  railroads,  the 
president  of  one  Eastern  railroad  stating  that  he 
would  offer  prizes  not  only  for  the  best  kept  prem- 
ises, but  also  for  the  best  kept  farm  along  the  line 
of  his  road." — New  York  Tribune. 

"  The  recital  of  this  description  (of  the  Sherwin- 
Williams  Company's  plan)  will  probably  sound  on 
a  fair}'-tale  order.  Business  men  who  read  it  may 
wonder  how  the  company  can  afford  to  go  to  such 
an  expense.  It  is  interesting  to  say  in  this  regard 
that  for  every  dollar  expended  along  these  lines 
ninety-nine  cents  or  more,  is  returnable  in  the  re- 
newed efforts  of  the  employes  in  their  desire  to 
please  the  men  who  have  made  work  really  a  pleas- 
ure. This  statement  is  borne  out  by  every  large 
employer  of  labor  who  has  taken  the  trouble  to  in- 
vestigate this  co-operative  idea.  It  takes  a  man  with 
plenty  of  nerve  to  remain  dirty  when  cleanliness  is 
2v_ervwherg^__It  takes  a  man  with  more  nerve  to  kill 
'ime  when  he  looks  at  the  clock  and  sees  under  it, 
*  Do  it  now.'  Then,  too,  in  an  establishment  such 
as  the  Sherwjn-Williams  Company  a  feeling:  of 
loyalty  seems  to  pervade  the  atmosphere." — TJie 
Interstate  Architect  and  Builder. 

Referring  to  the  recent  action  in  the  establish- 
ment of  pension  funds,  the  Philadelphia  Ledger 
says : 

"  The  employes  of  the  Pennsylvania  railroad 
company  have  always  been  well  cared  for,  and  this 
fund  will  increase  the  advantages  they  enjoy,  for  it 
will   practically   provide   them   with   pensions   after 


2IO  EMPLOYER    AND    EMPLOYES 

long  and  faithful  service.  It  will  benefit  not  only 
the  recipients,  but  the  service  of  the  company.  Em- 
ployes will  be  stimulated  to  do  their  best  for  a  com- 
pany that  provides  for  them  in  their  old  age,  and  the 
company  will  be  relieved  of  the  necessity  of  keeping 
on  its  pay-rolls  employes  who,  because  of  the  in- 
firmities of  age,  are  less  active  than  they  should 
be.  In  the  absence  of  a  pension  system,  this  reten- 
tion of  employes  after  they  have  passed  their  days 
of  usefulness  is  a  real  drawback.  Even  corpora- 
tions hesitate  about  discharging  a  man  who  has 
w^orn  himself  out  in  their  service,  but  in  retaining 
him  they  injure  themselves.  It  is  far  better  to  put 
a  younger  man  in  his  place  and  to  give  the  old 
servant  that  which  he  deserves — honorable  retire- 
ment on  a  pension.  It  will  probably  be  impossible 
to  put  down  all  the  items  in  a  profit  and  loss  account 
to  show^  how  much  has  been  gained  or  lost  by  the 
liberality  of  the  Pennsylvania  railroad  company  to 
its  employes,  but  there  will  probably  be  a  gain  not 
to  be  measured  in  dollars  and  cents,  the  company 
getting  better  because  more  cheerful  service  from 
those  who  know  that  they  are  to  be  cared  for.  and  by 
relieving  its  pay-rolls  of  those  who  have  become  in- 
efficient through  age." 

"  Employes  robust  in  health  and  cheerful  in  dis- 
position are  capable  of  more  and  better  work  than 
those  that  are  morose  and  dissatisfied.  The  employe 
that  takes  a  personal  interest  in  his  worl*-  is  more 
valuable  to  his  employer  than  he  that  regards  his 
job  as  a  dismal  task,  to  be  got  through  with  in  any 
kind  of  shape  until  the  end  of  the  day's  work  comes. 


EMPLOYER    AND    EMPLOYES  211 

Nobody  has  employed  others  that  has  not  discovered 
that  enthusiasm  among  employes  will  accomplish 
wonders. 

''  It  is  good  business  for  the  manufacturer  to  make 
factory  life  as  attractive  as  is  consistent  with  steady 
work.  It  is  not  necessary  to  provide  easy  chairs 
and  pianos,  but  a  great  deal  can  be  done  in  an  in- 
expensive way  to  make  the  surroundings  of  a  fac- 
tory more  endurable.  A  stretch  of  green  lawn  and 
a  few  flowers,  instead  of  bare,  yellow  clay  and  heaps 
of  ashes,  about  the  factory  buildings^  festoons  of 
vines  to  cover  the  nakedness  of  staring  brick  walls, 
fresh,  clean  paint,  instead  of  grimy  interiors;  none 
of  these  things  costs  much  money,  but  they  go  far 
toward  making  life  worth  living  for  the  man  of 
work.  They  give  him  a  pride  in  the  plant,  and  help 
to  make  him  enthusiastic  for  its  success." — The 
Indianapolis  Press. 

"  We  have  no  idea  that  the  manufacturers  built 
their  factory  or  carry  it  on  as  a  work  of  benevolence, 
or  as  a  school  for  the  benefit  of  the  wage-earners. 
They  certainly  had  in  mind  the  manufacture  of  a 
product  that  would  sell,  and  its  manufacture  under 
conditions  the  most  remunerative  to  the  capital  in- 
vested; and  yet  it  is  difficult  to  believe  that  they 
did  not  have  in  mind  that  happy  and  benevolent  re- 
sult which  so  notably  impresses  those  who  see  it  and 
publish  their  impressions.  Probably  they  have  had 
that  rare  wisdom  which  sees  that  the  most  philan- 
thropic management  of  an  industrial  enterprise  is  in 
fact  the  most  profitable  management." — The  Treas- 
ury, Nezv  York  City. 


212  EMPLOYER    AND    EMPLOYES 

*'  To  one  who  had  just  come  from  tales  of  petty 
oppression,  of  factory  girls  fined  for  violating  rules 
that  are  in  conflict  with  nature,  the  sight  of  these 
young  ladies  sitting  in  a  fern-emhowered  dining- 
room  eating  their  lunches,  with  soup  and  coffee 
furnished  by  the  Company  [The  National  Cash 
Register],  the  effect  was  overpowering.  Here  the 
girls  change  about  waiting  upon  each  other,  while 
one  volunteers  to  furnish  music  during  the  luncheon 
hour.  This  bit  of  pure  democracy  among  the  girls, 
the  absence  of  caste  and  cant,  was  very  refreshing. 

''One  thing  that  impresses  everv  visitor  is  the 
look  upon  the  taces  of  the  workers — an  expressjon 
That  dcnoteda  feelin.g:  that  thev  were  men  anH" 
women,  not  merely  implements  for  the  making  of 
money.  This  pervaded  every\yherc  from  tlie^ofih- 
cers'  rooms  to  tlie_iQiiiidix,udj^r£_jxi£tt-Av^j^  pouring 
molten  brass.  _ 

''  And  what  is  more  than  all — the  only  message 
that  will  be  listened  to  to-day — is  the  testimony  of 
the  Company  that  it  pays.  The  eight-hour  day  and 
good  ^catment  of  employes  is  commercially  profit- 
able. That  is  something  that  the  nineteenth  century 
can  understand." — The  Chronicle,  Ciuc'uuiati,  Labor 
Organ. 


Employers  Mentioned  in  This  Book. 


(Any  of  these  will  give  information  regarding  their  plans.) 

Acme  White  Lead  and  Color  Works.  Detroit. 

Acme   Sucker  Rod   Company.   Toledo,   O. 

Apollo  Iron  and  Steel   Company,  Vandergrift,   Pa. 

Bally,  C.  F,,  &  Sons,  Schoenwerd,  Switzerland. 

Baltimore  &  Ohio  R.  R.  Company. 

Bell  Watch  Case  Company.  Mansfield,  O. 

Bibb  Manufacturing  Company,  ]Macon,  Ga. 

Bousch  &  Lomb.  Fall  River,  Mass. 

Bourne  Mills,  Fall  River,  Mass. 

Briar  Cliff  Farms,  Scarborough-on-Hudson.  N.  Y, 

Brownell,  F.  A.,  Rochester,  N.  Y. 

Bullock  Electric  Company,  Cincinnati. 

Cadbury  Brothers,  Bournville,  England. 
Cambria    Steel    Company,   Johnstown,    Pa. 
Carnegie   Steel   Company,   Pittsburg. 
Century  Company,  New  York. 
Celluloid  Company,  Newark,  N.  J. 
Chandler-Taylor   Company,    Indianapolis. 
Chase.  A.  B.,  Company,  Norwalk,  O. 
Chicago  City  Railway  Company,  Chicago. 
Chicago  Telephone  Company,  Chicago. 
Cleveland  Axle  Company,  Canton,  O. 
Cleveland  Bag  Company.  Cleveland. 
Cleveland  City  Railway,  Cleveland. 
Cleveland  Cliffs  Iron  Company,  Cleveland. 
Cleveland  Hardware  Company,  Cleveland. 

213 


214  EMPLOYERS 

Cleveland  Twist  Drill  Company.  Cleveland. 
Cleveland  Window  Glass  Company.  Cleveland. 
Crane  Paper  Company,  Dalton,  Mass. 
Crawford,  McGregor  &  Canby.  Dayton,  O. 

Daily  Graphic,  London.  England. 
Daniels  &  Fisher.  Denver. 
Draper  Company,  Hopedale. 

Eastman  Kodak  Company,  Rochester. 
Eagle  &  Phcenix  Mills.  Columbus,  Ga. 
Enterprise  Manufacturing  Company.  Philadelphia. 
Estey  Organ  Company.  Brattlel)oro.  Vt. 

Fairbanks  Man'g  Company.  St.  Johnsbury.  Vt, 
Farrand  &  Votey  Organ  Company,  Detroit. 
Fels  &  Company,  Philadelphia. 
Ferris  Brothers,  Newark,  N.  J. 
First  National  Bank.   Chicago. 

Garlock-Frazce   Laundry   Company.    Cleveland. 
Gem  Shirt  Company,  Dayton.  O. 
Gorham  Manufacturing  Company. 

Hazell,  Watson  &  Viney,  London. 
Heinz,  H.  J.,  Company,  Pittsburg. 

Illinois  Steel  Company,  Joliet. 

Knapp,  Stout  &  Company.  The,  ]\Icnominic.  Wis. 

Laycock.    T.    B.,    Company,    Indianapolis. 

Legler  &  Co.,  Dayton,  O. 

Lever  Brothers  Company,  Port  Sunlight.  England. 

Lowe  Brothers  Company.  Dayton.  O. 

Ludlow  Manufacturing  Company.  Ludlow,  Mass. 

Markan,  J.  C.  Agneta  Park,  Ibilland. 
McFarland.  J.  H.,  Harrisburg,  Pa. 
Merrimac  M'f'g  Company,  Lowell. 


EMPLOYER  215 

National  Elgin  Watch  Compan3^  Elgin,  Ills. 
National  Cash  Register  Company.  Dayton,  O. 
Nelson,  N.  O..  Company,  St.  Louis. 
New    York   Telephone    Company,    New    York. 

Parke,  L.  H.  &  Company.  Philadelphia. 

Parry  Manufacturing  Company.  Indianapolis. 

Peacedale  Alanufacturing  Company.  Peacedale,  R.  I. 

Pelzer  &  Piedmont  Mills,  Georgia. 

Pennsylvania  Railroad  Ccrmpany. 

Pope  Manufacturing  Company.  Hartford. 

Proctor  &  Gamble  Company.  Cincinnati. 

Purina  ]\Iills.  St.  Louis. 

Remington-Sholes  Company.  Chicago. 

Riverside  Press,  Cambridge,  ^lass. 

Rowntree  &  Company,  York.  England. 

"  Roycroft  Shop,"  East  Aurora,  N.  Y. 

Russel  &  Erwin  ]\Ianufacturing  Company,  New  Britain,  Conn. 

Shepard  Company,  The.  Providence. 
Sherwin-Williams  Company,  Cleveland. 
Siegel-Cooper  Company.  New  York. 
Stetson,  The  J.  B..  Company.  Philadelphia. 
Stilwell-Bierce  &  Smith-Vaile  Company.  Dayton,  O. 
Stoddard  ^ilanufacturing  Company,  Dayton,  O. 
Swift  &  Company,  Chicago. 

L^nited  States  Printing  Company,  Cincinnati. 

Walker  &  Pratt  Company.  Watertown,  ^Nlass. 

Wanamaker,  John.  Philadelphia. 

Warner  Brothers  Company,  New  York  and  Bridgeport. 

Weir,  G.  &  J.,  London  and  Glasgow. 

Western  Electric  Company,  Chicago. 

Westinghouse  Air  Brake  Company,  Wilmerding    Pa. 

Williams.  J.  H.,  Company.  Brooklyn. 

Young  Mens'  Christian  Associations. 
Young  Women's  Christian  Associations. 


List  of  Illustrations 


General  View,  Kodak  Park Frontispiece 

PAGE 

A  Corner  of  the  N.  C.  R.  Factory  Lawn 17 

The  Hopedale  Houses  of  The  Draper  Co 23 

(a)  An  Office  Force  at  Lunch 23 

(a)  A  Factory  Com.  Examining  Suggestions  for  Prizes.  33 

A  Women's  Assembly  and  Lunch  Room 27 

Serving  Lunch  to  Men  Working  Overtime 41 

(a)  A  Woman's  Work  Room 45 

(b)  An  Attractive  Office 45 

A  Woman's  Bath  Room 49 

(a)  A  Well-arranged  Wash  Room 53 

(b)  Wash  Room  and  Lockers 53 

A  Quiet  Corner  for  Reading 57 

Women's   Lunch   Room 58 

Dining  and   Entertainment  Room   for   Employes 6l 

Men  at  Lunch  in  the  Factory 68 

A  Large  Factory  Lunch  Room 72 

(a)  Preparing  Cofifee  for  Employes yy 

(b)  Case  for  Hot  Lunches 77 

The   Casino,   Gorham   Mfg.    Co 81 

The  Social  Centre  at  Briarcliflf 87 

Children's  Entertainment  at  a  Prize  Distribution 93 

(a)  A  Cooking  Class 99 

(b)  Class  in  the  Chemistry  of  Paints 99 

(c)  Department   Record 99 

(a)  A  Traveling  Library  in  the  Factory  at  Noon 105 

(b)  The  Men's  Reading  and  Rest  Room 105 

Serving  Tea  During  Work  Hours ill 

217 


2l8  LIST   UF   ILLUSTRATIONS 

PAGE 

A  Woman's  Rest  Room 117 

(a)  Rest  Room  for  Women 123 

(b)  A  Group  of  Women  Ready  for  Work 123 

(a)  A  Corner  in  Port  Sunlight 129 

(b)  Noon  Hour  at   Cadbury's,   England 129 

Westinghouse    Homes 133 

Memorial   Hall,  Ludlow,  Mass 139 

(a)  Front  Yards  of  Employes'  Homes,  Dayton,  oppo- 
site Factory 145 

(b)  Back  Yards  of  same  Houses 145 

(a)  A  Back  Yard  in  Spring 149 

(b)  The  Same  Yard  and   its  Decorator,   Winner  of  a 
Prize    149 

Boys'    Vegetable    Gardens 153 

A  Miner's   Home,   Ishpeming 159 

A  Summer  Playground  for  the  Factor}-  Neighborhood.   165 

(a)  The  House  of  Usefulness,  South  Park 171 

(b)  Interior  of  Extension,  Rubicon 171 

The  Women's  Century  Club 177 

School  and  Residences,  Ludlow,  Mass 185 

The  Auditorium  at  Heinz  Company's  Factory 195 

A  Street  Railway  Recreation  Room 203 

Diploma  for  Suggestions 216 


INDEX 


Accidents,  provision   for.  48.     Brooklyn      Citizen,      quoted, 
Acme  Sucker  Rod  Co..  16. 
Acme  White  Lead  and  Color 
Works.  75,  96,  103,  104,  109, 

197. 
*''  Advance  Club.''  103. 
"  Advance  "  Department,  27. 
American  Park  and  Outdoor 

Art  Association.  161. 
Ames  Family,  gifts  of,   16. 
Apprenticeships,     plans     for, 

86. 
Apollo    Iron    and    Steel    Co., 

135- 
Aprons  for  women,   114. 
Argument  of  the  Book,  7. 


208. 
Brownell,  F.  A.,  26,  52,  114. 
Bullock  Electric  Co.,  40,  75, 

76.  127. 

Cadbury  Brothers,  19,  40, 
56,  115.  131- 

Cambria  Steel  Co.,  library, 
169,   184. 

Canfield,  Dr.  Jas.  H.,  opin- 
ion, 206. 

Carnegie  Co.,  75.  126. 

Carnegie  Library.   169. 

Casino  of  Gorham  Mfg.  Co., 

83. 
Celluloid  Co..  85. 
Bally  &  Sons,  96.  Century  Co.,  16. 

Baltimore    and'  Ohio    Relief     Chairs,    comfortable.    52. 

Fund,  122.  Chandler-Taylor   Co.,   95. 

Baths,  provision  for,  48.  Chase,  A.  B.,  Co.,  96. 

Beginning  plans,  39.  Chicago  City  Railway  Relief 

Bell  Watch  Case  Co.,  103.  Asso'n,   179. 

Benefit  Societies,  Employes',     Chicago  Telephone  Co.,  115. 

179- 
Bibb  :Mfg.  Co.,  126. 
Bourne  Mills,  16. 
Boys'     Gardens,    prizes    for, 

151.  155- 
Briar  Cliff  Farms,  85. 


Chronicle,  The,  opinion.  212. 
Civic  Duty  of  Employers,  25. 
Cleanliness    of    factories,    39, 

43- 
Cleveland  Axle   Co.,   86. 
Cleveland  Bag  Co.,  117. 


219 


220 


INDEX 


Cleveland  Cliffs  Iron  Co., 
156,  159,   179. 

Cleveland  City  Railway  Co.. 
203. 

Cleveland  Hardware  Co.. 
lunch  room,  69,  95.  107. 
115.  170,  179.  184.  199.  202. 

Cleveland  Plain-dealer,  opin- 
ion, 209. 

Cleveland  Plan — Chamber  of 
Commerce,  28. 

Cleveland  Twist  Drill  Co., 
72. 

Cleveland  Window  Glass 
Co.,   56,    103,    115. 

Clubs,  factory  people's,  175. 

Club    Houses.    79. 

Colors  for  factory  walls,  43. 

Cochrane,  Bourke,  opinion, 
207. 

Comforts,   provision    for,   47. 

Communities,  Factory  plans 
for,  128. 

Committee  system  of  govern- 
ment, 31,  104. 

Conventions  of  factory  peo- 
ple,   104. 

Co-operation  of  employes. 
191. 

Crane  Paper  Co.,  16.  40. 

Crawford,  McGregor  &  Can- 
by   Co.,    184. 

Daniels  &  Fisher,  loi. 
Denver  Lunch  Club,   188. 
Department     for     cultivating 

best  relations.  27. 
Difficulties    in    carrying    out 

plans,  29. 


Dignity  of  Laborer,  25. 

Dividend  to  Labor,  quoted, 
12.  29. 

Domestic  Economy  for  wom- 
en, 98. 

Draper   Company.    16,    132. 

Drinkwater.  C.  V.,  opinion, 
207. 

Eagle  and  Phcenix  Mills,  84. 

Eastman  Kodak  Co.,  39,  95, 
109. 

Education  of  employes.  98. 

Elevators  for  employes,  52. 

Employes'  Benefit  Societies, 
179. 

Employes'  homes,  128,  138. 

Employes'    response,    173. 

Enterprise  Mfg.  Co.,  26,  51, 
52,  55.  86,  95. 

Estey  Organ  Co.,   184. 

Examination,  physical,  of  ap- 
plicants. 47. 

Factory  auditoriums,  76. 

celebrations.  96. 

classes.  98. 

club  houses,  79. 

gatherings.    t,2.    103. 

improvement,    plans   for, 
26.  35. 

interior  of.  43. 

libraries      and      reading 
rooms.   107. 

lunch  rooms.  59. 

periodicals.   108. 

social  settlements.  163. 

surroundings.  35.  40. 
Fairbanks  ]\Ifg.   Co.,   16. 


INDEX 


Fairness    essential    to    good 

relations,  21. 
Farrand  &  Votey  Co.,  96. 
Fels  &  Co.,  55.  75,  113.  184. 

2C0. 

Ferris  Bros..  46,  no.  127. 
First    National    Bank,    Chi- 
cago. 125. 
Foot-rests,  52. 

Garlock-Frazee  Laundry  Co., 

141. 
Gem  Shirt  Co..  176. 
Oilman.    N.    P..    quoted,    12, 

29. 
Gifts  of  wealthy  men,  15. 
Gorham     'Mfg.     Co..     casino, 

83.  89. 

Hazell.     Viney     &     Watson, 

116. 
Heinz  &  Co..  75.  76,  109.  114. 

115.  200. 
Henderson.   W.   D..   opinion, 

200. 
House  beautifying.  138. 
House  building  by  employers, 

128. 

Ice  water,  52. 

Illinois  Steel  Co.,  19,  80,  127, 

184. 
Indianapolis    Press,    opinion, 

211. 
Interstate       Architect       and 

Builder,  opinion,  209. 

Jefferson.     Joseph,     opinion, 
205. 


Kindergartens     and     factory 

life.   161. 
Kirkland  Association,  63. 
Knapp,  Stout  &  Co..  16,  158. 

Labor  recreation,    17. 
Landscape      gardening      for 

employes,  141. 
Laycock,   T.    B.    Co.,   75.   79, 

96,   109,   176. 
League    for    Social    Service, 

156,  161. 
Legler  &  Co.,  176. 
Lever  Brothers  Company.  19. 

40.    56.    96,    109,    113.    115, 

131.   176. 
Libraries,  factory.  107. 
neighborhood,    169. 
Lockers,  provided,  48. 
London   Graphic,    116. 
Lowe  Brothers  Co.,  109,  181. 
Ludlow  yiig.  Co.,  16,  136. 
Lunch    rooms,    for    women, 

59,  60. 

for  men,  69,  71.  72.  75. 
clubs    among    employes. 
188. 

McFarland.  J.   H..  40. 
Markan,  J.  C.  119,  179. 
Matron  for  women  employes' 

28.  115. 
Meetings  of  employes.  103. 
Men's  lunch  rooms,  69. 
Mental    and    moral    training, 

86. 
]\Ierrimac  Alfg.  Co..  132. 
IMining     town's     experience, 

A,  156. 


222 


INDEX 


Monroe.  Prof.  Paul,  opinion. 

207. 
Mount.   Gov.   J.   A.,   opinion, 

207. 
Municipal     affairs,     opinion, 

208. 
IMutual  Benefit  Associations, 

179- 

National  Cash  Register  Com- 
pany. '20,  22,  27,  31,  39, 
40,  46,  48,  52,  56,  59,  76. 
79,  90,  91.  95,  98,  102,  103, 
104,  108,  109,  no,  113.  114. 
115.  127.  128,  141,  162.  163, 
167,  170,  175,  176,  181. 

National  Elgin  Watch  Co.. 
no. 

Neighborhood  improvement. 
25,  138. 

organizations,  143. 
social  centers,  163. 
libraries,    170. 

Nelson,  N.  O.,  Company,  17. 
126,  127.  136. 

New  York  Telephone  Co., 
114,   115. 

New  York  Tribune,  209. 

Officers'  lunch  rooms,  76. 
Opinions  of  employers,  197. 

of  employes,  202. 

of  students.  205. 

of  the  press.  207. 
Organization,      special      sys- 
tems. 31,  104. 


Parry  Mfg.   Co.,  96. 

Patterson.   J.   H..  opinion  of 
kindergartens.  161,  199. 

Pcaccdale  Mfg.  Co.,  16.  132, 
167. 

Pelzer   and   Piedmont   ^lills, 
137- 

Pension  systems.  116. 

Periodicals        for       Reading 
Rooms,  107. 

factory   publications,  108. 

Personal    sympathy   essential 
to  good  relations.  21. 

Pennsylvania  Railroad  Relief 
Fund.    120. 

Philadelphia     Ledger,     opin- 
ion. 210. 

Physical   examination  of  ap- 
plicants.  47. 

Physicians,     provisions     for, 
126. 

Play  grounds.  173. 

"  Pleasant      Sunday      After- 
noons."  167. 

Pope  Manufacturing  Co..  39, 
71,  no. 

Principles  to  govern,  20. 

Prizes  for  suggestions,  90. 

Prizes     for    yaMs,    gardens, 
etc.,  144. 

Proctor  &  Gamble  Company, 
16.  55.  125.  184. 

Profit  sharing,  16. 

Purchases    at    special    prices, 
127. 

Purina  Mills.  96. 


Parke.  L.   H.  &  Co.,  },y,  45,     Reading  Rooms,  108.  169. 
200.  Recesses  for  women,  nj. 


INDEX 


223 


Recreation,  provision  for,  56, 

109. 
Relief     associations     among 

employes,  I79- 
Remington-Sholes  Co.,  g6. 
Renting  houses  to  employes, 

131- 
Rest  rooms  for  women,  115. 
Results  01  efforts,  193. 
Riverside  Press,  39. 
Rowntree  &  Co.,  28.  56.  loi, 

115,  184. 
Roycroft  Press,  16,  108. 
Russell  &  Erwin  Co.,  96. 


Savings,  plans  for,  116. 
Schools,  factory,  98,  loi,  102. 
Shepard    Company,   The,    its 

Social  Secretary,  28. 
Sherwin-Williams     Co.,     22, 

26,  72,  109,  128,  180. 
Short  work  hours,  52. 

for  women,  113. 
Sick  funds.  119,  179. 
Siegel-Cooper  Co.,  no,  126. 
"  Social    Secretary,'"    28. 
Social    service,   opinion,   201, 

202,   203. 
Social      settlement,      factory, 

163. 
"  South  Park  "  plan  of  prizes, 

144- 
StereoDticon,   use  in   factory, 

102. 
Stetson.  John  B.,  98,  137.  168. 
Stilwell-Bierce       &       Smith 

Vaile  Co.,   184. 
Stoddard  Mfg.  Co.,  109. 


Stout       Manual        Trainin.? 

School,  158. 
Stuckenberg,  Dr.  J.   H.   W., 

opinion,  206. 
Suburban  locations,  39. 
Suggestions  of  employes,  35. 

plans  for  prizes,  90. 
Sunday     afternoons     in     the 

factory,    167. 
Swift  &  Co.,  75- 
Sympathy,  how  to  win,  29. 

Thrifts,   116. 

Toilet    rooms,    provision    of, 

52,  114- 
Traveling  library,  A,  108. 
Treasury,  The,  opinion,  212. 

United    States    Printing   Co., 
40,  96. 

Visitors  to  factories,   128. 

Walker    &    Pratt    ^Ifg.    Co., 

48. 
Wanamaker,  John,  loi. 
Warner    Brothers    Company, 

19,  80. 
Weir,  G.  &  J.,  96. 
Western  Electric  Co.,  63. 
Westinghouse  Air  Brake  Co., 

28,   135. 
White,  Hon.  A.  D.,  opinion, 

206. 
Whitin  family,  gifts  of,   16. 
Williams,    J.    H.    Company, 

51,  128,  181. 
Women,  education  for,  98. 
employment  of,  13,  no. 
lunch  rooms  for,  59,  188. 


224 


INDEX 


Women,  provision  for  com-    Work,  Rev.   E.  W.,  opinion, 


forts  of,  46. 
rest  rooms,  115. 
shorter  hours  for.  113. 
toilet  rooms,  aprons,  etc. 
114. 


205. 

Young  Alen's  Christian  As- 
sociations.   19,   56,    102. 

Young  Women's  Christian 
Associations,  60,   102. 


THE  END 


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